HRM Practices: Evaluating Recruitment, Training & Development Impact

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on workforce planning, recruitment, selection, training, and development. It begins by explaining the purpose of workforce planning and the HR manager's role at Woodhill College, assessing how HRM functions provide talent and skills to meet business objectives. The report then explores the strengths and weaknesses of different recruitment and selection approaches. Furthermore, it examines Tesco's training and development practices, differentiating between training and development, describing how training needs are identified, and evaluating the effectiveness of these practices in terms of return on investment. The analysis includes exploring various employee development methods used by Tesco and critically evaluating Tesco’s HRM practices related to training, flexibility, and reward systems. The report emphasizes the importance of HRM in achieving organizational goals and maintaining a positive employee-employer relationship.

Human resource management

Contents
Introduction.................................................................................................................................................3
PART 1 –Recruitment and selection............................................................................................................4
Task 1 – Knowledge (LO1) Case problem - Woodhill College...................................................................4
a) Explain the purpose of workforce planning and the role of the HR manager with regards workforce
planning and resourcing for Woodhill College (P1)................................................................................4
M1 Assess how the functions of the HRM can provide talent and skills appropriate to fulfil the business
objectives.................................................................................................................................................5
b) Explain the strengths and weaknesses of different approaches to recruitment and selection. (P2)......6
M2 Evaluate the strengths and weaknesses of the different approaches to recruitment and selection......7
D1 Critically evaluates the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples...............................................................................................8
Task 3 (LO2)Case study: TESCO...............................................................................................................9
a) Explain the difference between training and development..................................................................9
b) Describe how training needs are identified and the methods of training used by Tesco....................11
c) Explain the benefits for Tesco and the employees in having a systematic approach to training and
development (P3)...................................................................................................................................12
d) Evaluate the effectiveness of Tesco’s training and development practice in terms of delivering a
return on investment (considering productivity and profit). (P4)...........................................................13
M3 Explore different methods used by Tesco in terms of developing its employees and consider the
strengths and weaknesses of such practices. Provide specific examples................................................14
D2 Critically evaluate Tesco’s HRM practices with regards to training, development, flexibility and
reward providing specific examples......................................................................................................15

Introduction
Human resource management helps in managing the employees of organisation. This is stated as
a procedure which assists in training the employees. Human resource plays an essential role in
organisation as it helps in recruiting, selecting and managing the people so that effective work
can be carried out by the employees. This report helps in knowing about the purpose of
workforce planning as well as the role which HR manager plays. The strength and weakness of
the different types of approaches for the recruitment as well as selection will also explain in this
report. This report will also have CV, job description for the specified job position. Second part
of the report is carried out according to the case study of Tesco this task will help in knowing
about the benefits of the different types of HRM practice within the organisation. This will also
aid in knowing about the effectiveness of the different HRM practice which will assist in raising
the profit of the company. In Part third case study of ITV will be used to analyse the importance
to maintain a good relationship with the employees in company. All these things will help the
reader in knowing about the importance of HRM in the organisation.

PART 1 –Recruitment and selection
Task 1 – Knowledge (LO1) Case problem - Woodhill College
a) Explain the purpose of workforce planning and the role of the HR manager with regards
workforce planning and resourcing for Woodhill College (P1)
The main functions of HRM are to increase the performance of the employees to the highest
level. They are responsible for selecting and recruiting the best employees for the duties or job.
Many other functions like training the candidates, a responsibility of managing all the
responsibilities takes place in human resource management (Burman, et. al., 2017). The human
resource department is the one that contributes on a great level for achieving the objectives and
goals of the Woodhill College. There are different functions of HRM gets operated by Woodhill
college which helps in managing and performing the following required tasks-
Recruitment and Selection- It is a process of screening, captivating, and selecting the qualified
and potential candidates, based on the objective criteria’s for that particular job or duty. The
main goal of this entire process is to attract all the candidates who are qualified in the perfect
manner to help the organisation.
Training and Development- This process of human resources management helps the candidates
to trained them for working according to the organisation's needs and requirement (Burman, et.
al., 2017). Human resource management helps in developing the skills of the employees which is
very important to achieve the organisational goals. From this process employee or candidates
gets to know about the strategy of the business in the perfect manner.
Compensation and Rewards- Human resource management organizes the session of rewarding
the employees time to time. It also includes to motivating the employees towards their work and
appreciating them for their hard efforts. This process gets considered as one of the best processes
of human resource management for the organisation. It helps the business in achieving all the
objectives in perfect time frame with efficiency.

M1 Assess how the functions of the HRM can provide talent and skills appropriate to fulfil
the business objectives.
The human resource management works very hard for achieving all the goals and objectives of
the association. The different functions of the HRM take place in providing the skills and talent
in an appropriate manner for fulfilling the objectives of the business. The most important roles,
which gets performed by the HRM are stated below-
Source: (By Author)
Recruitment & Selection- this process is the most important process which gets imitated by the
human resource management. Recruitment and selections process helps in providing the best
resources to the Woodhill College. It improves the effectiveness and efficiency of performing in
the competitive world.
Training the Employees- This process helps in providing the knowledge which is importantly
required to run the business in the great manner (Abuazoom, et. al., 2017). It gives the ideas and
innovative ways to the candidates for performing the task for which they have been hired.
Rewarding the employees- This process helps the organisation in motivating their employees
towards the task they are performing. Rewarding the employees time to time helps in increasing
the enthusiasm and creativity of the employees which helps the business in the most efficient
manner.
Training the
Employees
Rewarding
the
employees
Recruitment
& Selection

b) Explain the strengths and weaknesses of different approaches to recruitment and
selection. (P2)
Recruitment and selection is a fundamental process of human resource management. HRM
processes, like management and performance appraisal, job design, promotion, planning for
transfer etc. are somehow related to the process of recruitment.
There are different ways to which company gives the preference in recruiting and selecting the
employees-
Internal Recruitment- internal recruitment is a process which gives a chance to employees for
changing the positions of their job, if they want to. Sometimes internal recruitment also gives
promotion to the employees who really deserve that. In this process organisation gives a kind of
notice to their employees for the related vacancy and employees tries to approach for those
vacancies. IJP (Internal Job Processing) is one of the examples of it (Jaques, 2017). Quick
decision making gets considered as the strength of this process. This process does not bring the
new skills; even it reduces the broad possibilities of innovative thoughts and ideas that may
cause of bitterness amongst the candidates, which takes place in weakness.
External Recruitment- This process helps in bringing the new blood and new face to the
association. This process helps in bringing up the new thoughts and ideas which comes up from
new candidates. In external recruitment, candidates get selected from the outside of Woodhill
College, without any favoritism. In this process, the applicants required to be very dynamic,
smart and enthusiastic (Jaques, 2017). The new ideas of new applicant help in achieving the
objectives of the business with creativity and innovations as well which takes place in the
strength of the business. On the other hand, it may cause many problems for the employees who
are already working with the organisation. They might feel that they have not given the
respective position or the opportunities to prove themselves, which may affect the business in a
negative manner.

M2 Evaluate the strengths and weaknesses of the different approaches to recruitment and
selection.
There are different theories which have been proposed for implementing the strategies of
recruitment. The recruitment process gets performed by the External and Internal process of
recruitment (Caldwell, et. al., 2017). In the internal process the talent of the candidates gets
identified in a different manner within the association, but in the external process of recruitment,
the vacancies of the job get advertised by the different sources of recruitment such as recruitment
agencies, online portals and etc. The strength and weakness of this approach are differentiated
below-
Strength Weakness
The cost which is incurred for the process of
the selection and recruitment gets minimized.
Through internal section, the skills and
knowledge’s gets updates from the employees.
The external recruitment process ensures to
select only the experienced and talented
candidates which help in reducing the cost of
the training in Woodhill College.
In external recruitment, the employees who are
talented enough miss the chances to get the
opportunity to prove themselves.
In the process of transferring the employees to
other departments, productivity may get
affected (Caldwell, et. al., 2017).

D1 Critically evaluates the strengths and weaknesses of different approaches to
recruitment and selection, supported by specific examples.
For achieving the objectives and goals of the organisation, recruitment and selection process
stands on top. There are different ways from which the process of selection gets implemented.
The two ways of recruitment and selection processes are External Recruitment and Internal
Recruitment which actually comes up with some weakness and strengthens, they are described
below-
Strengths
 The internal process helps the business by ensuring that the talented employees will get hired for
the association those who will work with the loyalty in the organisation.
 Many of the time business gets harmed with the process of transferring the employees to other
departments (Christiansen, et. al., 2017).
 The external recruitment process is one of the best processes for giving chance to the right
candidates.
 As some of the times candidates get recruited from the college and university which reduce the
cost of recruitment and selection.
 The organisation gets praised for new creative and innovative ideas.
Weaknesses
 Many of time after spending a lot of time and money, company does not get the talented person
to recruit, in the process of external recruitment.
 Business gets affected in a negative manner when the experienced employees fail to show their
skill and efforts (Mendenhall, et. al., 2017).
 An External process of recruitment increases the cost of the business in the process of training
the fresh candidates.
 An internal transfer somehow affects the quality and quantity of work.

Task 3 (LO2)Case study: TESCO
a) Explain the difference between training and development.
It is seen that the training and development is mainly used together in the business world, as well
the activities basically focus on to the improvement of, performance, employees productivity,
knowledge. But both are different things aspects, meaning as well as the implication of both the
things are different. Training is considered as a process to improve or enhance the knowledge
and skills of the employees according to the requirement of job. But the development process is
not directly related to the requirements of the job it basically aims to have basic growth of the
employees. Training helps in providing the new skills to the employees as well as the
development process helps in improving the present skills of the employees.
Difference between training and development
Training Development
It is considered as a process which helps in
enhancing the skills as well as knowledge of
the employees.
It is considered as a total growth and
development of the employees.
Training process consider the role as well as
the requirement of job
It considers the overall
development of the individual.
It is short term It is long term
Training basically focus on the role It focus on the individual
It is considered as a group
program in which more than one person
participate.
This is based on the personalized experience,
which is based on the development plan of
individual.
The training basically focus on to the
improvement in the knowledge as well as the
This process mainly focus on to the building of
career.

skills of the employees according to the job
role or requirements.
It is considered that the training is organised by
the organisation.
This is a self assessment process in
which the individual is responsible for his own
development and they have to create their own
development plan.
The training process focus on to the job The development process basicallt focus on the
individual person.
It focus on the present needs of
the individual
It is futuristic

b) Describe how training needs are identified and the methods of training used by Tesco
It is essential for Tesco to know about the training needs and evaluate it in a proper way. An
organisation is concern about the employees those are working over there and it is fulfilling each
and every requirement of the employees so that they can perform the given task in an accurate
manner. Tesco use to review the performance of the employees on the day to day basis so that
company can get to know about the areas where the employees need training.
The methods which Tesco uses to provide training to the employee are:
 On the job training
 Off the job training
On the job training- This method of training is carried out at the organisation itself, the tools,
machines, equipment s are used of the company itself which assist the employees to learn
properly in the company itself. On the job training contain different methods:
Shadowing- In this method the employee is directed with the other employee which is already
working in the organisation.
Coaching- The staff is hired or the manager of the company helps the trainee to work in a proper
manner and it also assist them in getting inspiration.
Mentoring- The experienced person of the company give advices to the trainees about all the
things.
Job rotation- The trainee gets proper chance to cover the targeted role.