Comprehensive Analysis of HRM Practices: Recruitment to Legislation

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, segmented into recruitment and selection at Wood Hill College, employee performance and development at Tesco, and factors influencing HR decision-making. The report evaluates the strengths and weaknesses of different recruitment approaches, the role of HRM in talent acquisition, and the impact of technology. It examines the benefits of HRM practices for both employers and employees, focusing on training, development, and reward systems. Furthermore, it analyzes the importance of employee relations and employment legislation in shaping HRM decisions, providing specific examples from ITV. The report concludes by highlighting the critical aspects of HRM in fostering organizational growth and employee satisfaction.

Human Resource Management
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Contents
Introduction......................................................................................................................................4
Part 1- Recruitment and selection....................................................................................................5
Task 1...............................................................................................................................................5
P1 Explain the purpose of workforce planning and the role of the HR manager with regards
workforce planning and resourcing for Wood hill College.............................................................5
M1 Assess how the functions of the HRM can provide talent and skills appropriate to fulfil the
business objectives...........................................................................................................................6
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection....7
M2 Evaluate the strengths and weaknesses of the different approaches to recruitment and
selection.........................................................................................................................................10
D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples.....................................................................................11
Task 2.............................................................................................................................................12
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples........................................................................................................................................12
M5 Provide a rationale for the selection of your chosen platform considering the impact
technology......................................................................................................................................16
Part 2- Employee performance, development and reward.............................................................17
Task 3.............................................................................................................................................17
P3 Explain the benefits of different HRM practices within an organisation for both the employer
and employee.................................................................................................................................17
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P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity.............................................................................................................................19
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.................................20
D2 Critically evaluate Tesco’s HRM practices with regards to training, development, flexibility
and reward providing specific examples.......................................................................................21
Part 3 – Factors that influence HR decision making.....................................................................22
Task 4.............................................................................................................................................22
P5 Analyse the importance of employee relations in respect to influencing HRM decision-
making...........................................................................................................................................22
P6 Identify the key elements of employment legislation and the impact it has on HRM decision
making...........................................................................................................................................23
M4 You will have to evaluate the key aspects of employee relations management and
employment legislation that affect HRM decision making in ITV...............................................24
D3 You will critically evaluate employee relations and the application of HRM practices in ITV
that inform and influence decision making in the organisation.....................................................25
Conclusion.....................................................................................................................................26
References......................................................................................................................................27
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Introduction
Human resource management is a discussing topic among the business researchers since the last
decades in reference to the growing and competitive business environment. It is one of the top
functions of the management that needs specific consideration and importance. In the growing
era of technology and modernisation, the perception and attitude of the employees are
dramatically changing which in results force the business enterprises to implement effective
HRM practices for the maximum satisfaction and retention of the employees.
The assignment is all about different HRM practices and standards which are effectively
segmented into different parts. The first part of the assignment will reflect on the recruitment and
selection with the case study of Wood Hill College, the second part will lay emphasis on
performance of the individuals and at the end, there will be disclosure of the HR decision making
process.
(Source: Radiance IT Solution, 2018)
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Part 1- Recruitment and selection
Task 1
P1 Explain the purpose of workforce planning and the role of the HR manager with
regards workforce planning and resourcing for Wood hill College.
As per the viewpoints of Marchington, et. al. (2016), the prime purpose of the human resource
department majorly known as HRM is to appoint right person to the position and at the right
time. The managers effectively implement the HRM practices so that the human resources of the
organization who are the main assets are satisfied and devoted towards the continuous growth
and development of the organization. The working of HRM practices starts from the planning of
the workforce and ends at its implementation. The HRM department at Wood Hill College
effectively and smartly plans the workforce practices so that the college has skilled and talented
employees for the maximum growth and development of the students and organization as well
(Marchington, et. al., 2016).
Role of HR manager with regards to workforce planning and resourcing
 The HR managers significantly identify the need and requirements of human resources in
different departments of the college so that the vacant positions will be filled with trained and
skilled employees.
 After the identification of the needs and requirements, right employees are recruited and placed
at the right position by HRM department of Wood Hill College.
 The role of HR managers in workforce planning not ends with the recruitment and selection
process, now the HR managers train and assist the selected employees for their successful
survival in the organization.
 In addition with these factors, the HR managers at Wood Hill College also take care of the
motivational needs of the employees so that they will satisfactorily work in the organization for a
longer time (Woodrow and Guest, 2014).
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M1 Assess how the functions of the HRM can provide talent and skills appropriate to fulfill
the business objectives.
With the systematic and proper implementation of the HRM functions, the organization can be
able to achieve its business goals and objectives in an efficient manner. The HR managers should
smartly perform the functions so that the organization goals will be accomplished as well as the
employees will be satisfied. HRM function is very helpful in improving the skills and
capabilities of the individuals and motivates them towards the organizational performance.
When the organization has a pool of skilled and talented individuals, its performance
automatically tends to rise and it would be easy to achieve a competitive advantage over the
competitors.
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P2 Explain the strengths and weaknesses of different approaches to recruitment and
selection.
In the words of Ekwoaba, et. al. (2015), recruitment is the process of searching for the best
candidate from the pool of skilled and potential candidates in the organization for filling the
vacant job positions.
Selection is the process of choosing the best candidate which is found most suitable and
appropriate for the position. It is also termed as the evaluation of the strengths and weaknesses of
the candidates for a specific job role.
Different organizations use different approaches for recruitment and selection based on their own
requirements. The evaluation of some of the major recruitment and selection approaches has
been highlighted in the tables.
Recruitment approaches
Approaches Strengths Weaknesses
Internal recruitment It is a fast process of
recruitment that consumes
minimum time.
Training cost is less as the
existing employees already
possess the knowledge about
the organizational plans and
practices.
It involves less investment
when compared with external
recruitment approach (Wilton,
The scope of this approach is
limited.
It does not allow fresh talent
and skills in the organization.
Internal recruitment is also
affected by discrimination and
favoritism.
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2016).
External recruitment In this type of recruitment, the
organization has wide choice
and options.
Fresh and new skills and
knowledge are invited through
this approach.
Improves organizational
performance by bringing
tough competition.
It is an expensive form of
recruitment.
For the recruitment, the
organization needs to invest a
number of resources.
Generally, high training and
development cost incurs to the
organization (Wilton, 2016)
9

Selection approaches
Approaches Strengths Weaknesses
Aptitude tests The internal skills of the
candidate can be easily
determined.
The tests are accurate and
effectively used by the HR
managers for the selection of
the right employee.
High cost incurs on this test.
The skills and knowledge of
the candidate may not be
properly judged by the
selectors.
Personal interviews The selectors have direct
communication with the
candidates.
Best candidates are selected
for the systematic evaluation
of the skills and knowledge.
It is a time-consuming
selection approach.
For the proper assessment of
the skills of the candidates, the
interviewers themselves
should be skilled and qualified
(Ekwoaba, et. al., 2015).
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M2 Evaluate the strengths and weaknesses of the different approaches to recruitment and
selection.
The different approaches to recruitment and selection have been critically reflected in the above
discussion that offers a comprehensive understanding of the approaches of recruitment and
selection. Both internal and external approach to recruitment is effective and suitable for the
organization as both the approaches have their own pros and cons.
On one hand where internal recruitment is less expensive for the organization while on the other
external approach bring new and fresh talent in the organization. The personal interview offers
the HR managers to have direct communication with the candidates so that their skills can be
assessed. In this way, different approaches have different strengths and weaknesses that should
be considered by the organization before its implementation (Ekwoaba, et. al., 2015).
11

D1 Critically evaluates the strengths and weaknesses of different approaches to
recruitment and selection, supported by specific examples.
The underneath discussion has reflected the strengths and weaknesses of the approaches of
recruitment and selection process.
Internal recruitment approach
Benefits
 It is a quick process of recruitment that does not take much time of the recruiters for planning the
recruitment.
Limitations
 Brings internal conflicts among the employees.
External recruitment approaches
Benefits
 Brings fresh skills and knowledge to the organization.
Limitations
 It is a time-consuming recruitment process (Woodrow and Guest, 2014).
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Task 2
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples.
Job advertisement
Assistant professor of psychology
Qualifications
Must have a postgraduate degree in Psychology.
13
WOOD HILL COLLEGE
NOW HIRING PROFESSIONAL
INDIVIDUALS

Two- Three years of experience.
Excellent communication and interaction skills
Pay scale
£30000 to £40000per annum
Send your CV with the latest photograph at the college website www.woodhill.com latest
by 31 January.
HUMAN RESOURCE DEPARTMENT
WOOD HILL COLLEGE, UK.
PHONE: O79223452, 075436288
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Job description
Job title: Assistant Professor Reporting to: HR Manager
Location: Wood Hill College, UK Job role: Psychology training to Grade I and II.
Working hours: 10 AM to 2 PM
Salary: £30000- to £40000 per annum
Description Essentials Desirable
Knowledge and Skills:
Soft and hard skills.
Communication skills
Problem-solving skills
Team leading skills
Masters in
Psychology
Any diploma or high-
level experience in
the field.
For the recruitment of the employees, Wood Hill College post its job advertisement on a number
of commercial job sites in the UK such as Reed.co.uk, Aviva.com, and MyJob.mu etc. The
interest candidates can visit the website and apply to the respective job at the company website.
15

(Source: Bhatia, 2013)
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M5 Provide a rationale for the selection of your chosen platform considering the impact
technology
A job advertisement and job description have been posted by the human resource management
department of the Wood Hill College for the recruitment of a qualified and skilled assistant
professor in psychology for grades one and two. For the purpose, the advertisement has been
posted on the online job portals and websites as with the expansion of technology, the mass of
people can be connected and reached through this technology. The candidates can apply for the
job on the websites. It is an effective process as well as less expensive that will help the
organization in attracting a large number of candidates.
17

Part 2- Employee performance, development, and reward
Task 3
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee.
A number of HRM practices used by the HR managers at Tesco for the maximum growth and
development of the employees. The HR manager of the organization provides training and
development programs to the new recruit employees in order support and encourages the
employees for better performance. Training and development, performance and rewards are
attractive HRM practices used by the HR managers at Tesco to stimulate the employees for
better performance.
Training and development
According to Ekwoaba, et. al. (2015), training is a crucial part of the functions of the HRM that
results in improving the internal skills and capabilities of the employees as well as enhance their
level of knowledge. The HR managers use the proactive approach of leadership in order to
increase the ability of the individuals to perform well. Development focuses on the improvement
of the existing skills of the employees for their continuous improvement in the organization.
The HR managers with a critical examination of the personal skills and knowledge of the
employees identify their training needs and requirements and implement the programs
accordingly. It is important to provide the training in compliance with the needs and expectations
of the employees. If the training does not suit the applicability of the employees, there is no use
of it.
Benefits of training and development to employees
 With the training and development programs, the internal skills and abilities of the employees
improve that ultimately leads them better performance.
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 Training also results in improving the communication and interaction skills of the employees
which help them in setting the environment with greater ease and flexibility.
 Training increases efficiencies of the employees that maximise their growth and development in
the organization (Ekwoaba, et. al., 2015).
Benefits of training and development to Tesco
 By providing training to the employees, the organization also enhance the job satisfaction and
morale of the employees which in results offers maximum returns to the organization in terms of
financial gains, competitive advantage etc.
 Also, training reduces employee turnover which increases the share of productivity and profits of
the organization.
 Training also encourages and motivates the employees and binds the trust and loyalty of the
employees for a longer time (Woodrow and Guest, 2014).
Performance and rewards
Offering attracting rewards to the employees is also effective HRM practices that successfully
maintain the interest of the employees within the organization. The rewards can be monetary and
non-monetary depends upon the needs and requirements of the employees. Monetary rewards
can be attractive salaries, bonus, and incentives while non-monetary rewards are promotion,
appraisals, recognition etc. (Wilton, 2016).
19

P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.
In the above discussion, the different HRM practices used by Tesco for the continuous
development and improvement of the employees have been discussed. With the implementation
of the following HRM practices, changes can be observed on a number of factors in the
organization such as productivity, financial gains, employee turnover etc. The effectiveness of
the HRM practices in reference to productivity and profit has been discussed in the below
discussion:
Effectiveness of training and development
In the words of Anike & Ekwe, (2014), trained and skilled employees are like fixed assets for the
organization that continuously contributes to the consistent progress of the organization. The
productivity and profits of the organization effectively improve the implementation of the
training and development programs. Training provides new skills and knowledge to the
employees whom they apply in their job roles and attains the organizational goals and objectives
in an effective way.
Effectiveness of performance and rewards
The reason behind the designing of the rewards is to gain the trust and loyalty of the employees
and maximize the growth and development of the organization in order to attain competitive
advantage as against the competitors. Appreciating the employees for their better performance
helps the organization in the retention of the skilled and trained employees for a longer time
(Brewster, et. al., 2016).
20

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.
Tesco uses the coaching and mentoring for the continuous development and improvement of its
employees. The purpose of coaching is to improve the skills and performance of the individuals
while mentoring is the driving of the development with the application of motivational theories.
For example, the HR managers and leaders at Tesco regularly monitor and check the
performance of the employees and correct them in case of any mistake and errors. With this
practice, the confidence level of the employees at Tesco improves and they work competitively
for the progress and sustainability of the organization (Anike & Ekwe, 2014).
(Source: Boey, 2018)
21

D2 Critically evaluates Tesco’s HRM practices with regards to training, development,
flexibility, and reward providing specific examples.
A number of HRM practices have been adopted by Tesco in order to make the employees
efficient and skilled. Training and development have always been an effective HRM approach
that delivers quality and expected returns to the organization. The rewards system is an
innovative approach to stimulating the employees for better performance. It attracts the interest
of the employees and binds their trust and loyalty within the organization. It also motivates the
employees and develops competitive skills in them. For example motivated employees are more
devoted to the organization in Tesco as compared with the employees who are not motivated and
encouraged (Bratton and Gold, 2012).
22

Part 3 – Factors that influence HR decision making
Task 4
P5 Analyse the importance of employee relations with respect to influencing HRM
decision-making.
Employee relations
Employee relations refer to the interrelationships of the organization with its employees for
leading the organization in a goal-oriented direction. It is also a part of the strategies of the
organization for the accomplishment of the desired goals and expectations by employing skilled
and trained employees and developing strong relations with them (Wilton, 2016).
Maintaining good employee relations
It is crucial for the organization to develop and maintain strong and effective relations with the
employees in order make them aware of their importance in the organization. Strong employee
relations are helpful in bringing positive returns from the employees and maximise the
organizational growth (Mowday, et. al., 2013).
Strategies for building and improving employee relations and management
 Involvement in the decision-making process: The employees at ITV should be involved in the
decision-making process so that they can offer their views and suggestions. It will bring a sense
of trust and loyalty among them and they will start feeling a part of the organization.
 Motivation: Motivation is also an effective technique for improving the employee relations and
encouraging them for better performance. Employees should be motivated and supported by the
HR managers on a regular period (Armstrong and Taylor, 2014).
23

P6 Identify the key elements of employment legislation and the impact it has on HRM
decision making.
Legislations in employment are the norms and standards imposed by the government to
safeguard and protect the interest of the employees at the workplaces. A number of legislation
has been proposed due to the emergence of the exploitation of the employees at their respective
workplaces. Some of the important employment legislation that has gained significant
importance since the last decades are discussed in the below discussion.
 Equality act, 2010: This act has been proposed to promote equal treatment of the employee at
the workplaces. Under this act, it is the obligation of the HR managers to treat the employees
without any discrimination on the basis of caste, religion, sex, color etc. (Armstrong and Taylor,
2014).
 Health and safety act, 1974: Health and safety act was established in 1974 with the objective to
protect the health and safety of the employees at the workplaces. As per the principles of the act,
the employees should be provided with healthy and safe working environment that does not
cause any harm to their health.
 Data protection act, 1998: It is also one of the important legislation that laid emphasis on the
responsibility of the organization to not expose the personal information of its employees for any
purpose (Storey, 2014).
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25

M4 You will have to evaluate the key aspects of employee relations management and
employment legislation that affect HRM decision making in ITV.
Employee relations management
 The HR managers should involve the employees in the important process of decision making so
that innovative decisions can be carried out in the organization.
 Sometimes there are chances of conflicts and misunderstandings among the managers and
employees due to the high interference of the employees in the organizational practices
(Armstrong and Taylor, 2014).
Employment legislation
 It is crucial for the organization to follow the employment legislations like Data protection act,
Health and safety act, equality act etc.
 The HR managers should consider the legislation before implementing the HR decisions in the
organization (Stone, 2013).
26

D3 You will critically evaluate employee relations and the application of HRM practices in
ITV that inform and influence decision making in the organisation.
At ITV, the HR managers are strongly devoted towards the maintenance of strong employee’s
relations and practices for the maximum benefit and development of the organization. The HR
managers provide flexible working timings and healthy and safe environment for the employees
so that their positive interest will be not affected. Employee relations also improve the
productivity of the organization and lead the organization towards sustainable business growth
and development.
27

Conclusion
The above study on human resource management has successfully introduced the important
aspects of the roles and responsibility of the department with the consideration of different
organization. The case studies of the different organization have been reflected in the assignment
due to the fact that HRM is not applicable in one organization but it is the need of every single
organization for the better and systematic management of the human resources. Also with this
assignment, the readers will also get to know about the HRM practices such as Job
advertisement, job specification etc. that improves their level of knowledge and understanding on
HRM. The study has also reflected about employee relations and legislation which are very
important part of human resource management.
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