Analyzing HRM: Recruitment, Training, and Employee Relations - Report

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on recruitment and selection, employee performance and development, and employee relations. It begins by explaining the purpose of workforce planning and the role of the HR manager in the context of Woodhill College, evaluating the strengths and weaknesses of different recruitment approaches. The report investigates a job role in the education sector, considering the impact of technology on recruitment. It then evaluates the benefits of HRM practices for both employers and employees, using Tesco as a case study to assess training and development effectiveness. Finally, the report analyzes the importance of maintaining good employee relations at ITV and the impact of employment legislation on HRM decision-making, offering a critical evaluation of HRM practices within the organization. The document highlights the importance of strategic HRM in achieving organizational goals through effective workforce management, talent development, and positive employee relations.

Human Resource Management
1

Table of 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 Woodhill College..........................................................5
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
.....................................................................................................................................................7
M1 Assess how the functions of the HRM can provide talent and skills appropriate to fulfil the
business objectives.......................................................................................................................9
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..........................................................................12
Task 2.........................................................................................................................................15
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...............................................15
M5 Provide a rationale for the selection of your chosen platform considering the impact
technology (e.g. online resources, digital platforms and social networking) will have on
improving the recruitment and selection process......................................................................18
Part 2: Employee performance, development and reward.............................................................19
Task 3.........................................................................................................................................19
2

P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee.............................................................................................................19
P4 Evaluate the effectiveness of Tesco’s training and development practice in terms of
delivering a return on investment (considering productivity and profit)...................................22
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..............24
D2 Critically evaluate Tesco’s HRM practices with regards to training, development,
flexibility and reward providing specific examples...................................................................26
Part 3..............................................................................................................................................28
Task 4.........................................................................................................................................28
P5 - Provide an analysis of the importance for ITV to maintain good employee relations and
how it influences their HR decision making as a result.............................................................28
P6 Identify the key elements of employment legislation and the impact it has on HRM
decision-making.........................................................................................................................29
M4 You will have to evaluate the key aspects of employee relations management and
employment legislation that affect HRM decision-making in ITV...........................................31
D3 You will critically evaluate employee relations and the application of HRM practices in
ITV that inform and influence decision-making in the organisation.........................................32
Conclusion.....................................................................................................................................34
References......................................................................................................................................35
3

Introduction
In this study, the role of Human Resource management in achieving the overall objectives by
performing various activities like recruitment and selection, planning workforce management
and managing all the activities from joining and exit has been discussed. The case study of
Woodhill College has been included and the role of HR manager in performing the workforce
management has been discussed along with the details of different approaches to recruitment and
selection. In the second part, the role of education assessor has been illustrated along with the job
description and person specification. The difference between training and development has
discussed with the case study of Tesco along with the importance of training and development.
Also, the training methods of Tesco have also been illustrated. In the last part, the case of ITV
has been discussed related to the relations between employee and employer and the benefits of
maintaining a good relationship.
4

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 Woodhill College
The purpose of the Human Resource Management is to ensure that the overall goals and
objectives are achieved by optimum utilisation of knowledge and skills of the employees
(Mwaniki & Gathenya, 2015). The Human Resource Management would help the Woodhill
College to achieve the efficiency and effectiveness of the various processes by managing and
administering the workforce of the college. In order to effectively manage the employees, the
College has to design an effective human resource management strategy so that the goals and
objectives can be achieved.
(Figure1: Functions of HRM)
(Image Source: Cotter, 2016)
The purpose of an effective workforce planning strategy can be noted as,
5

 It defines the number of employees involved in different processes and the actual
requirement.
 It provides the details of the required skill, knowledge and experience required to perform
the tasks (Cotter, 2016).
 The training and development needs of the employees are listed along with their modules.
 Mode of appreciation of employees such as providing incentives and other employee
appraisal methods.
The implementation of an effective workforce planning helps the management to identify the
number of employees required to perform the tasks and the actual employees working in the
process. This enables the management to delegate the targets that are to be achieved by the team.
Role of HR Manager in workforce planning for Woodhill College
The role of HR manager of Woodhill College can be stated as given below:
 The HR manager plays an important role in strategic workforce planning and provides
the necessary inputs to the top management. This helps the management to plan and implement
various policies related to people management (Mwaniki & Gathenya, 2015).
 HR manager should take an active role to implement the changes that are required to
improve the effectiveness of different activities of HR.
 The use of technology in recruitment and selection such social media platforms have to
be advocated by the HR manager (Mukkelli, 2015).
 Defining the requirement of the job and explain the required skill and expertise to
perform a job so that only the qualified aspirants are selected
 Providing proper training to the recruitment team so that the best candidates get selected.
6

P2 Explain the strengths and weaknesses of different approaches to recruitment and
selection.
There are different ways in which the recruitment and selection can be planned in the Woodhill
College. According to Argue (2015), the approaches of recruitment are stated as,
Graduate Recruitment: In this mode of recruitment, the Woodhill College choose the
candidates from colleges and universities. The selection is done according to the job requirement
and assessing the skills of the candidates (Cotter, 2016).
Talent Management: This is done to prevent the talented employees from leaving the College
and it is ensured that the expertise of the employees is utilised to the optimum level. This
involves promotion and transfer of employees.
The Strength of these types of approach is:
 The cost towards recruitment and selection is reduced since the recruitment is conducted
in the college.
 The recruitment from college ensures that the fresh talent is selected and hence, it ensures
long-term association of the candidates with the College.
 Talent management helps the management to retain the expertise and experience of the
employee and hence, training costs are reduced along with earning the loyalty of the employee
(Argue, 2015).
 Transfer of employees to different functions helps the employee to improve the skills as
well as management is benefited since a new employee need not be recruited from outside.
The Weakness of these approaches is:
 Recruiting the candidates from Woodhill College may result in losing the best talents that
are available elsewhere.
7

 In case of transfer, the performance of the employee may get affected by the change in
the job profile.
The different sources of recruitment can be internal sources and External sources.
Internal Sources: This mode of recruitment can be done by using promotions, transfers and job
posting in order to retain the existing employees.
External Sources: This involves recruitment through outside sources such as advertising, E-
recruitment, placement agencies and employee referrals.
The Strength of these modes of recruitments is:
 Internal sources ensure that the College finds the talent within the Woodhill College and
hence, the cost of sourcing through outside sources can be reduced.
 Retaining the employee improves the goodwill of the College since attrition rates are
lowered (Darokh, 2014)
 External mode of recruitment ensures that there is no bias in the selection process as the
requirements are clearly defined by the third party.
The Weakness of these approaches is:
 There may be a misunderstanding in promotion and transfer of employees since the mode
of selection is not disclosed (Darokh, 2014).
 The cost incurred by external sources is higher.
8

M1 Assess how the functions of the HRM can provide talent and skills appropriate to fulfil
the business objectives.
The Human Resource Management helps the Woodhill College by performing the various tasks
which help to maintain the workforce and formulating the HR policies. The different functions of
the HR can be defined as:
Recruitment and Selection: The selection process is clearly defined a detailed job profile is
explained to the employees. Job profile and job description are formulated in detail. This helps
the recruiting team to select the most suitable candidate. This helps the Woodhill College to
reduce the training costs.
Training and Development: Training involves providing the necessary knowledge and skill to
the employees before starting the production. Development activities include improving the
skills by providing the knowledge enhancement courses and soft skills training to the employees.
This increases the quality and efficiency of the work.
Employee Retention: This is one of the important activities that is performed by the Human
resource department. This helps the College to retain the skilled employees and ensure
effectiveness and efficiency of the job performed (Anyim, 2012).
Rewards and Recognition: Rewards and recognition help the management to earn the loyalty of
the employees and also, it creates a healthy environment since the talented employees are
rewarded as per the performance.
Feedback: The regular feedback of the employee helps to track the performance of the
employees and design the training and development modules accordingly.
9

M2 Evaluate the strengths and weaknesses of the different approaches to recruitment and
selection.
There are various approaches that can be used to implement the strategies of recruitment and
selection, the types of recruitment can be Graduate Recruitment and Talent Management. The
strengths and weaknesses of this approach can be stated as:
Strengths
For Graduate Recruitment
 It involves selection of candidates from schools and universities and hence, the cost
incurred in recruitment and selection is reduced.
 In the graduate selection, the long-term association of the employee with the Woodhill
College is possible and this reduces the HR to search for new candidates again.
For Talent Management
 It ensures that the training costs are reduced since the employees are transferred and
promoted within the Woodhill College.
 Promoting an employee helps the employees to grow within the Woodhill College and
hence, the employees need not look outside of the Woodhill College for career growth.
For Internal Recruitment
 Promoting an employee ensures that the career development is strong within the
Woodhill College and hence, the goodwill of the College is enhanced.
For External Recruitment
 The selection of employee is considered to be the best since the professional recruiters
are involved and also, the time taken for recruitment and selection is reduced.
Weakness
10

For Graduate Recruitment
 Graduate recruitment reduces the chance of employing more experienced employees, and
this may hamper the selection of best candidates.
 Since fresh graduates are recruited, the training costs will be more.
For Talent Management
 Transferring the employee to the different department may reduce the efficiency of the
employee.
For Internal Recruitment
 There can be arising from the conflict between the employees of the Woodhill College.
For External Recruitment
 A limited understanding of the College.
11

D1 - Critically evaluate the strengths and weaknesses of different approaches to
recruitment and selection, supported by specific examples.
The process of recruitment and selection is the most critical activity that is performed by the HR
department. The Woodhill College chooses the mode of recruitment according to the
requirement and the nature of business of the College. The management evaluates the best
possible way in which the recruitment can be managed. One approach that can be stated is to
recruit the candidates on the basis of Internal Recruitment and External Recruitment. The
strengths and weakness of this approach can be stated as:
Strengths
For Internal Recruitment
In the Internal recruitment, the cost of the recruitment can be minimised since the different
positions are managed and allocated to the employees within the Woodhill College.
For External Recruitment
Recruiting the employees externally ensures that only the qualified employees are selected
(Anyim, 2012).
Weakness
For Internal Recruitment
Promoting an employee within the department may cause discontent as the selection procedure
may be biased.
For example, There can be the conflicts between the employees of the Woodhill College
because of the internal recruitme3nt
For External Recruitment
12