Human Resource Management Report for Woodhill College: HRM Practices

This report examines key aspects of Human Resource Management (HRM) within the context of Woodhill College and Tesco, covering workforce planning, recruitment, selection, training, and employee relations. The report begins by exploring the purpose of workforce planning and the role of the HR manager at Woodhill College, followed by an analysis of different recruitment and selection approaches, including internal and external sourcing, and their respective strengths and weaknesses. It assesses how HRM functions provide talent and skills to achieve business objectives, and evaluates the impact of training and development programs, including their identification and evaluation. The report also includes a job advertisement and specifications, and concludes with an analysis of employee relations, employment legislation, and their influence on HR decision-making at ITV and Woodhill College, ultimately evaluating the application of HRM practices in informing and influencing organizational decisions. The report also includes a job advertisement and specifications, and concludes with an analysis of employee relations, employment legislation, and their influence on HR decision-making.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION..........................................................................................................................................................1
TASK 1...........................................................................................................................................................................1
A. Explaining the purpose of workforce planning and role of HR manager at Woodhill College ..........................1
B. Explaining the strengths and weaknesses of different approaches to recruitment and selection at Woodhill
College.......................................................................................................................................................................2
C. Assessing the ways in which functions of HRM which provides talent and skills for achieving objectives of
business.....................................................................................................................................................................2
D. Evaluating the strengths and weaknesses of various approaches to recruitment and selection...........................3
E. Critically evaluating the strengths and weaknesses of different approaches to recruitment and selection .........3
TASK 2...........................................................................................................................................................................4
A. Job advertisement for the role .............................................................................................................................4
B. Identifying suitable platforms for placing an advertisement................................................................................4
C. Preparing job specification and person specification...........................................................................................5
TASK 3...........................................................................................................................................................................7
A. Explain the difference between training & development program ......................................................................7
B. Explain how the changes in customer expectations affected Tesco and its need to train staff............................7
C. List of training methods carried out by Tesco......................................................................................................8
D. Describe how training needs are identified..........................................................................................................9
E. Evaluating the benefits for Tesco and the employees in providing the programmes of training.........................9
F. Indicating the extent which training has achieved return on investment............................................................10
G. Types of approaches to flexibility which can be adopted by Tesco for the expansion of business...................10
TASK 4.........................................................................................................................................................................10
A. Analysing the importance of ITV for maintaining proper employee relations and influence of it on the
decisions of HR.......................................................................................................................................................10
B. Identifying the key elements of employment legislation and its influences on the ITV's HR decisions...........11
C. Evaluating the key aspects of employee relations management and employment legislation which affects the
decision-making at ITV...........................................................................................................................................11
D. Critically evaluate employee relations and the application of HRM practices at ITV which inform and
influence decision-making in organisation..............................................................................................................12
CONCLUSION ............................................................................................................................................................13
REFERENCES..............................................................................................................................................................14

INTRODUCTION
Human resource management refers to the process of managing people in a proper
manner at the workplace. It includes different functions such as recruitment, selection along with
the training and development. It helps in developing and managing relationships at the workplace
to achieve goals and objectives (Alonso, 2015). All organisations are needed to manage the
resources in an efficient manner for maintaining the position in the competitive marketplace.
This report explains the key purpose of workforce planning along with the role of HR manager at
Woodhill College. In this report, there is clear understanding about different approaches to
recruitment and selection along with their strengths and weaknesses. Furthermore, it also
explains the significance of training and development in an organisation. Other than this,
importance of employee relations and its impact on t decisions which are connected with the
practices of HR are also explained (Armstrong and Taylor, 2014).
TASK 1
A. Explaining the purpose of workforce planning and role of HR manager at Woodhill College
Workforce planning refers to the procedure which is implemented by businesses for
analysing the requirement of future as well as needs of the employees. HR manager at Woodhill
College plays an essential role in the workforce planning (Armstrong, 2011). There are various
purposes of workforce planning in which HR manager has important role at Woodhill College
are mentioned below:
Retaining employees- At Woodhill College, HR manager must ensure to retain the efficient
employees at workplace. It is necessary to retain highly qualified and skilled employees and to
provide training to new employees. Further, in order to retain employees at the college they are
giving monetary as well non-monetary benefits to them (BA, 2016).
Forecasting and assessment-One of the main purpose of workforce planning is to ensure that all
the employees stays with the organisation along with the appropriate skills as well proper
experience in order to achieve goals and objectives.
Training and development- The main purpose of workforce planning is to give proper training
to employees that will help in enhancing the ability and knowledge. At Woodhill College, HR
manager plays an important role with respect to the development of employees by providing
regular sessions of training that makes employees more efficient towards their work (Bach and

Kessler, 2011). Thus, it can be stated that with the help of appropriate training, employees are
retain for a long period of time.
Recruiting- Workforce planning is carried out by HR manager at Woodhill College to collect
information regarding different types of people that should be recruited to fill the job vacancy at
college. It includes analysis regarding the set of skills as well as knowledge needed in
employees.
B. Explaining the strengths and weaknesses of different approaches to recruitment and selection
at Woodhill College
Recruitment is the process of attracting people who have appropriate skills and apply for
the position of job. Further, the process of selection is all about choosing the qualified and
efficient candidate to fill the vacancy. There are some of the strengths and weaknesses of
approaches of recruitment and selection at Wodhill College (Bamberger, Biron and Meshoulam,
2014).
In context of approaches to recruitment and selection, the process of internal recruiting in
which employees are transferred from one department to other within organisation. This gives
opportunities to the management so that they can fill the vacancy by the people who are already
working. One of the major strengths of internal sourcing is that employees are not required to
provide sessions of training which helps in saving cost of the firm (Biswas and Varma, 2011).
On the other side, weaknesses of this approach are that it does not bring any new ideas and
knowledge for the business. Further, it has also limited range because it is not possible to fill all
vacancies within the firm.
Further, external approach of recruitment is a approach in which candidates are found out
by outside the business. For example, there are some of the sources such as advertisement,
employee referrals and campus recruitment (Bloom and Van Reenen, 2011). Some of the major
strength of this approach is to provide opportunities to select more efficient candidates who have
proper experience. Along with this, weakness is that it is costly and time consuming process.

(Source : McGraw, 2011)
C. Assessing the ways in which functions of HRM which provides talent and skills for achieving
objectives of business
There are different functions of HRM which includes training and development along
with recruitment and selection which plays an essential role in achieving goals of organisation.
Through appropriate process of selection which is carried out by organisation and they are able
to select appropriate people who have knowledge and skills that are required at the position
(Boxall and Purcell, 2011). The talent and skills of employees helps them in performing all tasks
in an appropriate manner at the workplace. Apart from this, training and development is also an
important function of HRM which helps in enhancing knowledge as well as skills. It makes
employees efficient so that they can perform assigned tasks.
D. Evaluating the strengths and weaknesses of various approaches to recruitment and selection
There are some of the approaches to recruitment and selection which can be used by
Woodhill College such as internal and external sourcing. All the methods are used to hire people
at the organisation and along with this they have their own strengths and weaknesses which are
described below:
S/W Internal sourcing External sourcing

Strengths This is considered as the fast
process of recruiting people as
they are shifted from one
department to other within the
organisation (Bratton and
Gold, 2012).
It has been analysed that
through external sourcing, the
firm is able to bring new ideas
from outside environment. It
helps them to select candidate
from wide range of people.
Weaknesses In this, there is limited choice
for the firm in selecting people
within the organisation. Thus,
firm suffers from lack of new
ideas from outside.
It can be identified that
external sourcing is time
consuming process as well as
expensive due to the utilisation
of tools such as interviews and
advertisement (Daley, 2012).
E. Critically evaluating the strengths and weaknesses of different approaches to recruitment and
selection
The process of recruitment and selection can be done by using various approaches which
includes internal as well as external sourcing so that the organisation faces some issue along with
the advantages. With the help of internal sourcing there is one of the advantage to the firm as
they can save the time of advertising and the candidates are provided position on the basis of
previous records. It can be critically evaluated that it demotivated other people who are not
getting any benefits of promotions (Fee, 2014).
On the contrary, external sourcing is effective in nature and employ people from wide
range of candidates. It helps firm to make appropriate choice and then choose proper candidates
which will be suitable for the position (Guest, 2011). However, College is needed to make
expenses on the process of advertisement and interviewing people. Thus, there is impact on the
profit and salary of employees.
TASK 2
A. Job advertisement for the role
Woodhill

College
FACULTY REQUIRED
Woodhill college is looking for the experienced faculty along with
appropriate qualification in field of commerce
Post- Lecturer
Qualification- Masters in the field of commerce
Experience- 4 years of teaching experience
Shortlisted candidates will be called for an interview
Apply through Email or Post
Photo and Detailed CV by 20th February, 2017
c/c atterbury road and de villebois mareuil, Trumpeter's Loop,
Pretoria, 0076, London
B. Identifying suitable platforms for placing an advertisement
In order to place advertisement for the post of lecturer at Woodhill College so that they
can adopt different types of platforms which are described below:
Social media marketing- With the help of social media marketing firm attract large number of
people for the vacancy in a short period of time (Hendry, 2012). However, it is very expensive
for the organisation as well as there is requirement of manpower in order to control the process.
Magazines- This is also considered as an important platform for placing advertisement that is
adopted by Woodhill College and it is recognised by the people for a long period of time.
Newspapers- Through newspapers they can cover local people and attracted for the purpose of
approaching to firm for the vacant posts.

Therefore, all of this different methods for placing advertisement will be helpful for
Woodhill College in order to attract large number of people and they can get choice for selecting
appropriate candidate for the position (Henry and Temtime, 2010).
(Source : Rees and Rumbles, 2010)
C. Preparing job specification and person specification
Person specification
It is a description of the skills, experience along with the qualifications and different
attributes which are required to be mentioned in candidates for performing the duties of job.
Person specification for Lecturer in higher level education
Essentials Desirable
Attainments
Experience Candidates required to have
appropriate experience of 4
years in the education field
(Kehoe and Wright, 2013).
Candidates should have
experience in the sector of
education.
Qualification and Training Must be MBA along with The candidate who completed
Illustration 1: Tools for placing advertisement

having effective teaching
skills.
MBA from a famous
university and provide services
around 4 years.
General intelligence
Change management The candidates must have
ability to adopt changes with
respect to organisation.
Person must be ready to accept
changes within organisation.
Knowledge and expertise Candidates must have
appropriate knowledge of
understanding different
concepts of marketing.
Candidate should knowledge
of presentation skills along
with management of people at
workplace (McGraw, 2011).
Job specification
It is considered as an statement which consists of necessary components of a job which
includes duties and responsibilities along with the summary of tasks which are to be performed
at job.
Job description for staff level
Position – Lecturer Reports to- Head of department
Job duties
 To make contribution in development, planning and implementation on high quality
activities.
 To maintain the level of performance of students .
 Do research regarding different topics for providing knowledge.
 To arrange lectures as per the requirement of students.
Job Responsibilities

 Lecturer required to maintain different number of people at once.
 Maintain proper relationship with the students.
 Evaluating the performance at the time of requirement.
 Development in the learning materials along with the preparation of schemes regarding
work.
 To monitor the performance of students along with achievements.
 To participate in the seminars of faculties for sharing outcome of research.
TASK 3
A. Explain the difference between training & development program
Training & development program is a key function of the human resource management
which improves the performance & productivity of the employees. Training program may be on
the job or off the job but it organized by the organization to develop the knowledge & skills in
the employees as per the specified job (Rees and Rumbles, 2010). Development program is the
self assessment program to identify their own strength & weaknesses which one is improved on
the basis of the learning capability& to group as compare to their colleagues.
Training is a learning process in which the employees gets an opportunity to develop
their skill set, knowledge & competency on the other hand development is a growing process in
which overall development of the employees. Development program is a long term basis for
future oriented & career oriented. Because it is a self assessment activity to identify the area in
which the improvement is required. Its major goal is to prepare the employees for the future
challenges so that they can achieve the predefined goal in future. Development program is
general & on conceptual basis (Sparrow, Brewster and Chung, 2016). Training program has a
limited scope because it is job oriented on the other hand development program has wider scope
as compare to training program because it is career oriented. Employees have many opportunities
for their development in the organization like manager teaches the new employees regarding to
their work responsibility or employees share their previous experience to develop mentally &

physically for their unseen future & useful to build the attitude & personality for facing the
future challenges (Storey, 2014).
B. Explain how the changes in customer expectations affected Tesco and its need to train staff
Customers expectations is change according to the time & environmental changes so that
TESCO want a flexible & committed employees to fulfill the customer varies needs. At that time
TESCO frames the strategy for the retention of the customer & attracts the new customers. So
that they expand their services & products at a large level for a customer convenience &
approach. It makes the customer happy & satisfied with the offered services. TESCO organized
the training & development program who are flexible & committed towards the changing needs
& they effectively delivers the high rate of standard of services to their customers for a
continuous growth & make a great position in a market place (Van den Brink, Benschop and
Jansen, 2010.).
Expansion of business & its services takes place strong position in the market which is
useful for achieving the TESCO objective. Customers have many expectations regarding to their
services like technological, interpersonal, situational factors, which helps in customer brand
development & promotes the customer loyalty in order to satisfaction with the services. Training
program is organized in the TESCO at a regular time interval for the selected employees who are
willingly to accept the dynamic circumstances & wants to improve in their skill & competency in
order to achieve the set objective (Armstrong and Taylor, 2014). In the training program we can
consider the key elements & conduct the research program which helps in identifying the
dynamic changes in the customer behaviour. TESCO mainly deals in a customized products
according to the customer demand & delivers the wide range of products & services in a
customer approachable manner, they also provide after sales services to maintaining the
connectivity between the customer & employees which shows the loyalty towards the company.
C. List of training methods carried out by Tesco
There are various types of training is provided to employees for the enhancement in their
level of performance at Tesco. Two types of training that includes on the job and off the job
training which are mentioned below:
On the job training

Coaching- In coaching, there is determination of areas where the employees are weak and
mainly focuses on that. It is considered as one on one training which provides advantages for
transferring theory into practical aspect (Bach and Kessler, 2011).
Mentoring- One of the most experienced member give advice and main is to develop the
attitude. All of the different activities are carried out by senior person and which is beneficial for
the employees.
Job rotation- This is another type of on the job training which is provided at Tesco in which the
employees are rotate as per the requirement of different departments.