Comprehensive HRM Report: Woodhill College, Tesco, and ITV Analysis

This report provides a detailed analysis of Human Resource Management (HRM) practices within three UK-based organizations: Woodhill College, Tesco, and ITV. It begins by explaining the purpose of workforce planning and the role of the HR manager in Woodhill College, including recruitment and resourcing strategies. The report assesses the strengths and weaknesses of different recruitment and selection approaches, highlighting the importance of HRM functions in fulfilling business objectives. It then illustrates the application of HRM practices in a work-related context, using specific examples from Woodhill College, and provides a rationale for the selection of technology platforms in recruitment. Moving on to Tesco, the report explains the benefits of various HRM practices for both employer and employee, evaluates the effectiveness of Tesco’s training and development practices in terms of return on investment, and explores different employee development methods. Finally, the report analyzes the importance of maintaining good employee relations at ITV, identifies key elements of employment legislation, and evaluates how these factors influence HR decision-making within the organization. The report concludes by summarizing the key findings and their implications for effective HRM.

HRM in practice
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Contents
Introduction......................................................................................................................................4
Part 1................................................................................................................................................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 Woodhill College..............................................................5
M1 Assessment of functions of HRM can provide talent and skills appropriate to fulfil the
business objectives...........................................................................................................................7
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection....8
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.........................................................................................................................................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..............................................................................................................................................17
Task 3.............................................................................................................................................17
P3 Explain the benefits of different HRM practices within an organization for both the employer
and employee.................................................................................................................................17
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P4 d) Evaluate the effectiveness of Tesco’s training and development practice in terms of
delivering a return on investment (considering productivity and profit).......................................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.................................21
D2 Critically evaluate Tesco’s HRM practices with regards to training, development, flexibility
and reward providing specific examples.......................................................................................22
Part 3..............................................................................................................................................23
Task 4.............................................................................................................................................23
P5 a) Provide an analysis on the importance for ITV to maintain good employee relations and
how it influences their HR decision making as a result (D3)........................................................23
b) 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.............................................................25
M4 Evaluate the key aspects of employee relations management and employment legislation that
affect HRM decision making in ITV.............................................................................................27
Conclusion.....................................................................................................................................28
References......................................................................................................................................29
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Introduction
Human resource management has a huge significance in the success of an organization to attain
its organizational objectives which will be explained in the study. The report will be based on the
Woodhill College, Tesco, and ITV and these all are working in the UK. The starting of the report
will produce key motives of planned employing in the organisation and it will explain the pros
and cons of distinct approaches to recruitment and selection. After it, the study will explain the
usefulness of HRM practices employer and employees in Tesco. It will also evaluate distinct
HRM practices in terms of profit making. The last of the report will focus on the ITV and it will
highlight the significance of employee relations and impact of HRM decision making on it.
Different employment legislation will be briefly explained at the end of the report and impact of
these acts on the HRM decision making.
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Part 1
Task 1
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 is a procedure to prioritise needs and objectives of the organisation to
accomplish effectively by employees. It is a responsibility of the HR management of the
organisation to align their employees as per the needs of the organisation which can help them to
manage profitability in their acts. Mainly it is used to arrange employees as per the
organisational strategy to attain its organisational objectives.
Figure 1: Workforce planning
Source: Kepion 2013.
HR manager plays a significant role in the workforce planning. Recruitment and selection mainly
work in the planning of employees. Organisational objectives are decided by the leaders of the
organisation and according to this recruitments are done to engage people in the work. As the
Woodhill College are having vacancies in the teaching section due to higher turnover ion the
organisation (Goodman, et. al., 2015). So it is essential for the HR managers to recruit employees
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from reliable sources to retain them for a long duration. HR manager of the college is responsible
to identify vacant seats in the college, develop a job description, person specification and job
advertisement to fill the vacant seats. It is the duty of the HR management to recruit employees
through verified sources and conduct their interviews. This whole process is effective to fulfill
the vacancies and workforce planning for the college. It is effective for the organisation to
arrange employees as per the organisation needs on vacant seats.
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M1 Assessment of functions of HRM can provide talent and skills appropriate to fulfill the
business objectives
HRM is the key area which influences on the inputs of skills and talents in the organisation
which helps the organisation to attain organisational objectives. Recruitment and selection is the
key function of the HR management to fulfill the workforce needs of the organisation. An
appropriate job description, person specification, job advertisement helps to recruit those
candidates which are having specific skills which are needed for a particular job profile
(Melchor, 2013). Interviews and selection process supports to select the best candidate for
shortlisted people. It helps to select the best candidate who is appropriate as per job profile.
Training is another function which includes the HRM process. It helps in the polishing of
candidates to enable them as per job profile needs. These all functions help to select talented and
skilled employees which can help the Woodhill College to provide quality learning to students.
These all collective efforts by different functions of HRM develop the organisation to attain its
objectives.
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P2 Explain the strengths and weaknesses of different approaches to recruitment and
selection
Distinct approaches are available for HR management to recruit and select people in the
organisation. It is necessary for HRM Woodhill College to recruit and select talented and skilled
employees in the organisation.
Strength and weakness of recruitment approaches:
Recruitment
approaches
Strength Weakness
Internal The faster process of recruitment on
specific vacant seats of the
organisation.
Time-saving and economical process
of recruitment as compare to others.
It is effective to recruit on a singular
position at a time.
It is the subsidiary approach to
recruitment. An organisation cannot
depend on it.
External Heavy and multiple recruitments can
be done by this approach.
Fresh talent and skills are found by
this recruitment approach.
Time and finance needs are higher to
complete recruitment by this approach
(Greenidge et. al., 2012).
It is a slower process to recruit people
due to multiple inbuilt stages in it.
Internal and external approaches are having their own significance in the organisation. It depends
on the situation’s needs and HR managers decisions to use an appropriate recruitment approach.
In case of Woodhill college external approach to recruitment is effective to fulfill the vacant
seats.
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Strength and weakness of selection approaches:
Selection
approaches
Strength Weakness
Personal
interview
It enables to HR management to take
a detailed analysis of the candidates.
It provides an opportunity to develop
a face to face communication
process.
It is a quick process to analyse the
candidate (Reesand Smith, 2017).
It is a subsidiary process an effective
selection cannot be based on it.
HR manager cannot make a record of
information collected through a PI of
each candidate.
The approach is highly influenced by the
interviewee’s skills, attitude, and mood
at the time of interview.
Aptitude test
and skills
analysing
It is effective to keep a record and it
clearly sets measure to select a
candidate or not.
It is a subsidiary process of a complete
selection process.
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M2 Evaluate the strengths and weaknesses of the different approaches to recruitment and
selection
Internal recruitment is effective in some conditions when the organisation is having an urgent
need to fill a vacancy for a time being. But an organisation cannot use this approach as their
primary recruitment approach. It just provides an option for an organisation to fill their vacancies
with some of their similarly skilled employees (Greenidge, et. al., 2012). External recruitment
approach is the main approach to recruitment and it produces better outcomes as per invested
time and finance. Use of PI is effective in the selection process. It provides a face to face
communication which supports to resolve queries of both parties. Aptitude test is also effective
to analyse the skills and to keep records of candidates.
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D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment
and selection
According to Absar (2012), external recruitment is a primary approach to the recruitment which
provides a fresh talent to the organisation and keeps the effective employee strength in the
organisation. Most of the companies are based on the external recruitment approach but it has a
need to use different stages in the recruitment which is done by the HR management in the
organisation. Use of PI and aptitude test is effective for an organisation to select a talented and
skilled employee for a job role. PI and aptitude test are subsidiaries of each other which provide
higher benefits to the organisation.
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Task 2
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples
HRM is mainly working for the recruitment and selection in an organisation to fulfill vacant
seats. As Woodhill college is having high labor turnover so it is essential for the HR manager of
the college to develop an effective job description, person specification and job advertisement
(Baumand Kabst, 2014). By these HR practices, the organisation can fill their vacant seats by
those people which are having similar qualities in him. Practical application of these HRM
practices for the Woodhill College is given below:
Job Advertisement
Job profile: Teacher
Subject Number of vacancies
Science 6
12
Faculty Required WoodHill
College