Analyzing HRM Practices, Workforce Planning, and Employee Relations

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within organizations, focusing on workforce planning, recruitment, employee relations, and the impact of employment legislation. It examines the purpose of workforce planning and the role of the HR manager at Woodhill College, including recruitment and resourcing strategies. The report evaluates the strengths and weaknesses of different recruitment approaches and investigates job roles in the education sector, providing a job advertisement, job description, and person specification for a lecturer position at Woodhill College. Furthermore, it explains the benefits of various HRM practices for both employers and employees, differentiating between training and development. The effectiveness of HRM practices in raising organizational profit and productivity is assessed, and an analysis is provided on the importance of maintaining good employee relations at ITV, along with the influence of key employment legislation on ITV's HR decision-making, covering equality, data protection, health and safety, and contractual responsibilities.

JEEVA+ HRM ASSIGNMENT COPY 2

Table of Contents
Introduction................................................................................................................................3
Task 1 – Knowledge (LO1)........................................................................................................4
P1. Explain the purpose of workforce planning and the role of the HR manager with regards
workforce planning and resourcing for Woodhill College........................................................4
P2. Explain the strengths and weaknesses of different approaches to recruitment and selection
....................................................................................................................................................6
Task 2 – Application (LO 4)......................................................................................................8
P7. Carry out an investigation into a job role of your choice in the education sector. Find out
what skills and qualifications would be needed for this job role...............................................8
a) Job advertisement for the position of a lecturer at Woodhill College................................8
b) Identify suitable platforms to place the advertisement..........................................................9
c) Prepare a job description and person specification for the role.............................................9
Task 3 (LO2)............................................................................................................................10
P3 Explain the benefits of different HRM practices within an organization for both the
employer and employee...........................................................................................................10
P4 Evaluate the effectiveness of different HRM practices in terms of raising organizational
profit and productivity..............................................................................................................14
Task 4 (LO3)............................................................................................................................17
P5. Provide an analysis on the importance for ITV to maintain good employee relations and
how it influences their HR decision making as a result...........................................................17
P6. 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.....................................18
Conclusion................................................................................................................................20
Reference list............................................................................................................................21

Introduction
The function of the Human Resource Management in any organisation is to streamline the
workforce and monitor the tasks to ensure maximum amount of production and earn profit for
the organisation. In this report the roles and functions of the human resource manager will be
analysed in relation to a few cases that deals with various organizations. The report will be
evaluating trends in practices and training along with the relationship that employees share
with the Human Resource Management practice that influences decision making in any
organisation. The report will examine HRM from various perspectives to obtain a particular
knowledge on its functionalities.

Task 1 – Knowledge (LO1)
P1. Explain the purpose of workforce planning and the role of the HR manager with
regards workforce planning and resourcing for Woodhill College
Workforce planning can be referred to a strategic management practice of the human
resource department in any organisation. The workforce planning comprises stepwise
analysis and identification of the size, skills, scope and experience that is demanded by the
business objectives in both short-term periods and in long run (Sparrow et al., 2016).
. It is also the core function of the internal operations and it stipulates the efficient and careful
handling of the taskforce. Workforce planning is also about getting the right person and right
amount of people to ensure that a job is done at the right time. One of the major areas and
function of the human resource manger is to conduct a proper method of planning or staffing.
To understand the role of staffing widely one must fully analyse the purpose of the workforce
planning. The strategies and ways that are used by the employers to anticipate the needs of
the labours and workers more effectively by implementing advanced and modern human
resource technologies can be termed as the true role of workforce planning in relation to
Woodhill College. The workforce planning concerns with getting the right people with the
right type of skill sets to be employed in the market that suits them the best. On the other
hand the human resource management is concerned with the organisation more (Armstrong
and Taylor 2014). The human resource management is a function of business that usually
focuses on the people of the business. It focuses and is, to quite an extent, responsible for
ensuring that any industry or organisation is having the right number of people to supply the
right amount of work in the overall business plan. In relation to Woodhill College, the
following are some of the roles that the human resource manager must play in association of
workforce planning in recruiting the best professional for their vacant posts.
1. Recruiting- This is the primary role that is performed by the Human resource manager in
any organisation. In Woodhill College, the manager must be able to recruit the bets
professionals from the market to suit their posts. Staffing is crucial process, which involves
the HRM and the whole team of the college to work together.

2. Training- The second role that a human resource manager plays is to train the
professionals and make them appropriate personnel to work in the given organisation. The
human resource management thus enhances the workforce planning in attaining the most
suitable person for any vacant post of employment (Storey, 2014). Once the training is
completed, the human resource manager of the college must play a significant role in
assessing the results of any training program and grade employees based on their
performances
3. Humanitarian Role- The human resource manager reminds the workers about the moral
and ethical obligations of the employees. The HR manager consults employees about marital,
health, physical and career problems thus making them feel comfortable and work freely in
the company enhancing employee empowerment.
4. Planning- In Woodhill College the HR manager must research and plan about the labour
market conditions, union demands and many other personal benefits that also relates to
educational trends.

P2. Explain the strengths and weaknesses of different approaches to recruitment and
selection
The human resource management facilitates the system of recruitment and selection of
employees as one of their prime functions. A few types of recruitment and staffing come with
their respective weaknesses and strengths. Some are listed below.
Internal Sourcing
This type of recruitment involves advertising of new or any recent vacancy in an organisation
to its existing workers. The strengths and weaknesses of internal recruitment are-
Strengths
 No research is required to analyse the characteristics and skills of the workers (van et
al., 2017)
 As Woodhill College will be requiring new teachers, they cannot opt for the internal
sourcing option although it serves huge benefits to other organisations.
 Low cost- the recruitment cost is very low as compared to other modes of staffing
 Enhances employee empowerment as internal approach of staffing makes the
employees more attractive and provides them with constant opportunities to progress
(Thomas, 2017).
Weaknesses
 It creates conflicts among employees.
 The urgent need to hire personnel to replace the promoted person often creates
difficulties at the root level of operations.
 It limits the choices and growth of the employees.
External Sourcing
This process of recruitment gives opportunities to external members of the organisation and
not to the existing workers. This approach involves advertising and promoting of the vacant
post to get the right personnel. The strengths and weaknesses of this approach to sourcing are
stated further.

Strengths
 Helps in generating new and innovative ideas
 It helps in creating better competition and enriches employee satisfaction rate
(Thomas, 2017).
 It gives opportunities to talented and fresher candidates to deliver and channelize their
skills properly.
 Lessen internal politics
 This increases chances for people of all fields of expertise.
Weaknesses
 High cost is what makes organisations worry on adopting this medium of recruitment
 It is very time consuming a sometimes get difficult to get the right person
 Limited understanding is seen in the new hired employees as they do not have
previous experiences of working in similar industries.
 It also invites unsuitable applicants and makes the recruitment process tedious and
more time constraint.

Task 2 – Application (LO 4)
P7. Carry out an investigation into a job role of your choice in the education sector.
Find out what skills and qualifications would be needed for this job role
An investigation into a choice able job role in the education industry
a) Job advertisement for the position of a lecturer at Woodhill College
Immediate job vacancies for the respected post of senior lecturer at various departments are
required to be fulfilled at Woodhill College. There is an urgent need for junior lecturer in
science department along with the senior lecturer posts. The total number of vacancies is 10.
Five posts for the senior lecturer and five posts for junior lecturer in Woodhill College.
Below are the effective descriptions of the vacant posts,
Departments Junior and senior lecturer No of vacant posts
Physics Junior lecturer 2
Business Administration Senior lecturer 3
Computer Science Junior lecturer 3
Literature department Senior lecturer 2
Table 1: Number of vacant sits in Woodhill College
(Source: Created by Author)
The maximum educational requirements of the aspired candidates for applying for the job in
this college is a PhD certification and the minimum qualification level is master degree along
with distinction in respective subjective. It is notified that all the candidates who are pursuing
PhD in their respective subject with a relevant work experience are expected to present all the
important documents at the interview. Fresh master students could apply for the posts. For
successful application, interested candidates must visit www.woodhillcollege.com where they
could fill up the entire application form and upload their resume. Payment should be accepted
through online and banking methods. Candidates are requested to read full documents before
final application. For more information, please visit www.woodhillcollege.com.

b) Identify suitable platforms to place the advertisement
The most suitable platforms for placing the job advertisements are listed below,
 Official College Website: This type of advertisement helps interested candidates as
well as other candidates to be informed immediately about the empty posts.
 On the leading newspapers across the country: This is the most popular type of offline
promotion method. It will help in informing those candidates who wants to be
appointed in this college. A mass appeal will be collected for the posts.
 Online Job Portals: Through online advertisement candidates will be informed
without wasting much time and could be helpful in applying for the posts as soon as
possible.
 College social media webpage: An official announcement would be held through this
kind of advertisement.
c) Prepare a job description and person specification for the role
The job description
 The applicants are expected to join this college as a full time job holder
 Candidates would be able to took practical classes
 Candidates are expected to prepare question papers and carry out examinations with
proper regulations involved in this college.
The person specification
 The maximum educational requirement of the aspired candidates for applying for the
job in this college is a PhD certification.
 The minimum qualification level is master degree along with distinction in respective
subjective.
 The candidates should have presented research papers both in the national and
international seminars.

Task 3 (LO2)
P3 Explain the benefits of different HRM practices within an organization for both the
employer and employee.
Explain the difference between training and development
Training and development procedure of employees within organization is an essential part of
human resource function as well as management. Organizations strive for improvement in the
performance of profitability and productivity with these activities. According to Scott and
Davis (2015), training could be addressed as a program arranged by the company to increase
understanding and capabilities in an employee according to the requirement of individual
jobs. On the contrary, development Sparrow et al., (2016) have said that is an function
arranged by the human resources team in which human resources of an organization learn and
develop their skills gradually. It could be addressed as a self-assessment act. The differences
between these two essential and connected activities are listed bellow,
Elements of
comparison
Training Development
Meaning Training is a planned procedure to modify
knowledge, attitude as well as skill behaviors
of employees with the help of learning
experience to attain efficient performance in
any kind of activity or range of activities
involved.
Development is a long-term procedure
arranged to increase potential and
efficiency. This is also could be
defined as the realization of an
individual’s ability through learning.
Term Short process Long process
Focus on Current gaps and development Future prospects
Orientation Job related Career related
Motivation Leader or trainer Self
Objective To achieve effectiveness in work
performance of the workers.
To prepare a strong workforce for
future.

Number of
Individuals
Numerous Individual
Table 1: Comparison between training and development
(Source: tescoplc.com, 2018)
Describe how training needs are identified and the methods of training used by Tesco
The basic framework of training needs identification by Tesco is listed below,
Figure 1: Training needs analysis
(Source: Dixit and Bhargava, 2015)
From the above figure, it is identified that in general, all the required training and
development are identified after formatting targets in business to attain. In order to expand
and varied the business are the two key objectives behind Tesco’s training program. Targeted
on the business objectives to achieve, there is a specific requirement to recognize the critical
functions and in order to execute well in these functions in-store as well as non-store workers
need various skills competencies (tescoplc.com, 2018). Gap between existing skills and
knowledge of employees in Tesco and future expectations is identified through some plans.
These plans are listed below,

Figure 2: The training needs analysis steps
(Source: Dixit and Bhargava, 2015)
The methods of training adopted by Tesco are explained below,
On-the-job training: The human resource team in Tesco delivers effective on-job training to
employees who are involved in actual jobs. Normally, the experienced leader or manager in
this organization does this job through hands-on training that is often supported by formal
classroom training (tescoplc.com, 2018).
Off-the-job training: Through the visual training method, workshops, role playing method,
leadership frameworks the human resource team guide appropriate behaviours in employees
who have the potentiality to become skilful employees in future (tescoplc.com, 2018).
Explain the benefits for Tesco and the employees in having a systematic approach to
training and development
Tesco’s business images as well as employees’ get benefits as consumers become more
confident in the capability and knowledge of their staff. This confidence in employees and
staff in turn helps this business to grow. This organization’s flexible and structured approach
to training and development addresses to individual worker requirements. This kid of training
and development helps employees to achieve three core purposes that are optional skills,
continuous development as well as specialized capabilities for attaining business objectives
and identification of individual strengths and weaknesses (tescoplc.com, 2018).
On the other hand, entire training and developmental program in Tesco highlights three major
aims, which are listed below,