Human Resource Management Report: Tesco & ITV Case Studies

This report examines key aspects of Human Resource Management (HRM), including recruitment and selection strategies, employee performance, development, and reward systems, and employment relationships. The report analyzes workforce planning, recruitment approaches, job advertisements, and job descriptions within the context of Woodhill College. It also explores employee training and development practices, including training methods, needs identification, and return on investment, with a focus on Tesco's practices. Furthermore, the report discusses the importance of employee relations, key elements of employment legislation, and the application of HRM practices within ITV. The report provides insights into various HRM practices and their impact on organizational success. The report also provides a job advertisement for professors who can teach Masters for Business Administration (MBA) students in Human Resource (HR) at Woodhill College.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
PART 1: RECRUITMENT AND SELECTION.............................................................................3
TASK 1............................................................................................................................................3
a) Purpose of workforce planning and the role of HR manager.................................................3
b) Strengths and weakness of different approaches for recruitment and selection......................4
TASK 2: APPLICATION................................................................................................................5
a) Job advertisement for the role...............................................................................................5
b) Suitable platform for placing advertisement...........................................................................6
c) Job description and specification statement for particular job................................................6
d) Specific HRM practice in context of above case scenario......................................................7
PART 2: EMPLOYEE PERFORAMANCE, DEVELOPMENT AND REWARD........................7
a) Difference between training and development........................................................................7
b) Change in customers’ expectations affecting Tesco need for training staff...........................8
c) Training methods carried by Tesco.........................................................................................9
d) Ways through which training needs are identified................................................................10
e) Benefit for Tesco in providing structured training program..................................................10
f) Training as a return on Investment........................................................................................11
g) Flexibility approaches which Tesco can implement.............................................................11
PART 3: EMPLOYMENT RELATIONSHIP...............................................................................12
a) Importance for ITV to maintain good employee relation......................................................12
b) Key elements of employee legislation and influencing ITV’s HR decisions........................12
c) Aspects of employee relation management and employment legislation..............................13
d) Application of HRM practice in ITV which influence decision making..............................13

CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Human Resource Management (HRM) can be stated as a process of managing skilled
workers within the organization. HRM is one of the basic function which is considered by HR
manager for maximizing employee’s performance so that they can work with best of their
efficiency to achieve venture strategic mission and vision.HR manager within business firm
implementbest HR practices so that employees can work with best of their dedication to achieve
their individual goals and objectives (Campbell, Coff and Kryscynski, 2012).Organizations are
working in competitive environment and thus, HR manager has to implement sudden practices at
constant level. With this, the venture will have competitive advantage over the rival competitors
who are working in the same industry.
Witnessing the above scenario into consideration, this present report will focus on
understanding and applying different principles of recruitment and selection, employee’s
performance, development and reward as well as employment relationship. Different parts in the
Case study possess different scenarios and the report has been made accordingly fulfilling all the
requirements of client.
PART 1: RECRUITMENT AND SELECTION
TASK 1
a) Purpose of workforce planning and the role of HR manager
As depicted in the case study, Woodhill College is one of the rapid developing colleges.
Right now there exists different teaching vacancies which need to be filled and for that purpose
only, college has hired an HR manager that will be helping to turn the organization around using
effective workforce planning strategy. Workforce planning can be defined as a continuous
process where needs and priorities of the venture is aligned with the service and production
requirements (Marchington, 2015). HR manager in order to meet this, develop certain strategies
so that there exist clarity in working and manager understands the needs and demands of
employees in clear and effective manner.
It is utmost necessary to recruit and select candidate as per the job requirement and the
selection should be made perfect because fulfilling a vacant position is the most difficult task for

the HR manager. The main role of HR manager is to prepare a workforce plan for the mentioned
college and the same has been defined down under:
 Getting started: It is necessary for the HR manager to establish the team and identify and
fulfill all the information gaps. These gaps need to be identified as soon as possible.’
 Scanning of environment: This is considered as a form of business intelligence.
Considering the workforce planning in mind, it usually surrounded up with a workforce
situation or an event.
The other elements for the same have been discussed down below;
 Current workforce profile
 Transition workforce profile
 Future workforce profile
 Risk assessment and risk mitigation
b) Strengths and weakness of different approaches for recruitment and selection
The current recruitment process which is followed in Woodhill College is quite simple.
Mentioned college relies on single advertisement method and there, they advertise all the
teaching positions on the website named jobs.ac.uk. The process under the following is also quite
simple and it consist of submitting of candidate CV with a cover letter and after that the HR
manager that which candidate is perfect and can be called for interview (Pierce and Aguinis,
2013). The interview then will be taken by panel of experts and include two of the member panel
from the academic department.
Recruitment and selection is the most important activity which is conducted by the HR
manager in order to find best talent for the vacant positions which exist in business enterprise.
Furthermore, each of the process having its own pros and cons and taking this thing into
consideration, manager implement best of the step in order to meet the goals and objectives of
venture (Rees and Rumbles, 2010). There are factors which can affect the recruitment process
and these are of two types namely internal and external. Internal factors comprises recruitment
policy of venture, cost which is so involved in recruitment and growth and expansion plan of the
college (McGraw, 2011). On the contrary side, external recruitment factors includes supply and
demand of specific skills which are set in market (Punnett, B.J., 2015). It further includes

different political and legal considerations which include reservation of jobs for different
categories.
The major strength in recruitment process can be seen through in-house recruitment and
outsourcing where employees trust in promoting new employees plays an important role.
Further, the major strength of this is that manager is able to seek the potential of employees and
accordingly promotes them for suitable position (Doornenbal, Stitselaar and Jansen, 2012).
Selection process is considered as successful when the vacant position is filled with skilled and
talented individuals. On the contrary side, the major weakness can be witnessed when the
manager is not able to find the right candidate who meets all the job description and specification
statements which has been prepared (Henry and Temtime, 2010). Moreover, if appointed
candidates leaves the job in short duration then it certainly leads to burden over HR manager
(Harzing and Pinnington, 2010).
Moreover, in order to improve the recruitment and selection procedure at mentioned
college, HR manager can also emphasize on online sources, digital platform and various social
networking sites for getting best desired candidates for a particular position. These platforms will
save lot of external cost for the venture and the same can be implemented in the training and
development of individual. College can make their own profile on social media portals namely
Facebook, Twitter, etc. and can attract best of the talent from the same (Hendry, 2012). People
who will be in need of job and meet the desired job description can apply on official website of
the college.
TASK 2: APPLICATION
As scenario states for investigating a job role of our choice in the education sector. Also
it is required to define the skills and qualifications which are required for that particular job.
a) Job advertisement for the role
There exist different recruitments in the organization right now. The current job
advertisement has been prepared for professors who can teach Masters for Business
Administration (MBA) students in Human Resource (HR). Some other streams has also been
mentioned in the job advertisement.
OPPORTUNITIES FOR TEACHERS

Woodhill college is looking for College teachers who can introduce themselves for
different subjects in field of management. Priorities will be given for Finance, Marketing,
HR and Sales PhD. Holders. Interested teachers will get:
 Attractive emoluments
 Training in UK education by experts
 Opportunity of working with an international academic institution
JOB PURPOSE
To ensure high quality education for all pupils in a designated class
To carry out the professional duties of a teacher as circumstances may require in
accordance with
The school's policies under the direction of the Head teacher.
AREAS OF RESPONSIBILITY AND KEY TASKS
Planning, Teaching and Class Management
 Teach allocated pupils by planning their teaching to achieve progression of
learning through:
 Identifying clear teaching objectives and specifying how they will be taught and
assessed
 Setting tasks which challenge individuals and also give them a high level of
interest.
 Setting appropriate and demanding expectations
 Setting individual pupils along with clear targets regularly
 Identifying SEN Identifying termly any pupils who are vulnerable and
communicating them through the school system
 Providing clear structures for lessons maintaining pace, motivation and challenge
 Carry out and make use of termly assessments to ensure coverage of programs
while recruiting teacher for the course of program
 Ensuring effective teaching and best use of available time
Visit: www.woodhillcollege.com
Kindly send your updated resume on or before 31st Dec. 2016 to [e-mail]

b) Suitable platform for placing advertisement
For promoting the above given job advertisement, HR manager will rely on different
promotional channels for getting best of the lecturers who can work with best dedication in
giving valuable outputs to both college as well as students. PhD. scholars who will come for
interview need to have in-depth knowledge for the field in which they have lot of experience.
The job advertisement will be given in the national newspaper and also in leaflets. The same
will be placed in open library and public places where people will attract towards the same.
Apart from it, the advertisement will also be promoted through the social media channels. It
is majorly because a large number if audience spent lot of time with interview (Huselid and
Becker, 2010). Thus, getting into the eyes of potential candidates will help the college in
finding the right candidate for particular job position.
c) Job description and specification statement for particular job
It is utmost necessary for HR manager to prepare two major statements and these are job
description and specification statement. Job description includes what major characteristics
which is required for particular job title.
d) Specific HRM practice in context of above case scenario
It is found that HRM plays an important role and the same can also be seen in the above
given case as well. Woodhill College is in need of effective HRM practices which will surely
improve their efficiency in developing a good environment within the organization campus.
Further, there need to appropriate review from months after moths so that the effectiveness can
be seen in the teaching department and also the way the students responding with the arrival of
the new teacher (Jackson, Schuler and Werner, 2011). Prior appraisals need to be done at the end
of the year by considering the year performance as how a particular teacher has worked
throughout the academic year.

PART 2: EMPLOYEE PERFORAMANCE, DEVELOPMENT AND
REWARD
a) Difference between training and development
Training refers to a practice of teaching particular set of skills and knowledge to
individual so that they can act accordingly. Training is of key importance for company as it helps
in shaping the skills of employees which results into increased productivity. On the other hand,
development can be defined as an integrated approach of training, organizing and career
development of employees so that its overall competency and effectiveness gets increase. Both
training and development (T&D) supports organization to perform existing and future jobs with
high proficiency. Additionally, T&D aids in boosting the morale of employees as they are able to
perform the job with high standard. Also, it helps in increasing their proficiency through which
they can do different set of work with efficiency. Moreover, T&D helps in motivating employees
to perform the duties with high commitment. It further increases the satisfaction level of
employees and helps in enhancing their productivity. Impact of T&D can be witnessed in Tesco
in terms of increased sales, positive working environment, enhanced productivity of employees
and high job satisfaction level. All these counts in framing better coordination among peer
groups at Tesco.
Tesco is one of the biggest retailer store which has their expanded business whole around
the globe. There employees are multi-skilled and talented who works with best of their
dedication to meet their individual as well as organizational goals and objectives. Customers are
their biggest asset and employees focuses on fulfilling their needs and demands in clear and
effective manner (Jiang and et.al., 2012). Further, human resource management regards training
and development as one of the major function which is concerned with organizational activity
aiming at bettering the job performance of individuals and also towards the different groups in
the organization setting. Training and development is treated as an educational process which
comprises sharpening of skills, concepts, changing perception of individuals and gaining more
knowledge for enhancing the performance of employees.
Training plays an important role within Tesco as employees who are newly recruited are
given proper knowledge of the tasks which they going to do (Donnelly, 2015). Moreover, by
gaining in-depth knowledge, person will be able to clear their doubts and they will work with
better dedication to meet their individual and organizational goals and objectives. Moreover,

training develop certain skills and core knowledge in the newly recruited personnel.
Development on the contrary will be treated as overall develop through education and training
processes. A person will be able to develop when they start learning new things. Tesco having
strong base in terms of employees who are giving their service (Griffin, 2013). There are more
than 500,000 employees who are rendering their productive services whole around the globe.
The difference between training and development has stated down below:
 Training is considered as a learning process where employees get opportunity for
developing skills, knowledge as per the requirement of job. Development on the contrary
is considered an education process which majorly linked with overall growth of
employees.
 Training is a short term process and majorly focuses on present where learning is long
term process and is treated as future oriented (Wright and McMahan, 2011).
 Orientation for training is seen as job oriented whereas in Development it is much more
career oriented.
 One of the major objective of training is to improve performance of employees so that
they can give best of the output in achieving Tesco goals and objectives. On the contrary
side, development is done to make employee ready to meet the future challenges and
expectancies which firm can face anytime.
b) Change in customers’ expectations affecting Tesco need for training staff
Tesco dealing in retail sector and they focuses on giving utmost satisfaction to their
customers. This is because customers are their real assets and they usually focus on satisfying
their needs and demands (Armstrong and Taylor, 2014). Further, the manager of cited firm
knows that there are many competitors and they have to give best of the products because the
market is intense and if any loop hole exists then the competitors will be able to gain a core
advantage over them. Considering this fact, manager has to set plans and policies considering the
expectations and satisfaction of customers. This will surely enhance the organization production
and they will be able to generate more of the sale and revenue in coming time period.
Moreover, manager of cited business venture emphasize on train the staff through
different means so that they can gain best of the knowledge in the field they are working. HR
manager has to deal with all types of understanding because the employees who are working in

venture are from different background and it is necessary for them to make a strong bond
between the fellow employees who are working with them (Bennett and Ho, 2014). Further,
major role is played at the shop floor where employees personally have to interact with the
customers and fulfill their expectations as what they dream from a branded venture. Further,
customers are also from different backgrounds and they have their own regional language for
asking the products at Tesco retail outlet. Thus, by giving them best of the response, cited
venture will make them loyal customers towards the outlet and they will be able to win their
hearts positively (Berman and et.al., 2015).
c) Training methods carried by Tesco
There are different training method which are used by Tesco in order to improve them
employee’s performance. There exist different training methods for different peoples who are
working with the enterprise. The two common methods on which the manager of Tesco relies on
are On the job training methods and Off the job training methods.
On the job training methods:
These are the training methods which includes elements like coaching, mentoring and job
rotation, job instruction technology, apprenticeship and understudy (Alfes and et.al., 2013).
Understudy and apprenticeship are the initial where a person comes to know that how a thing is
been done in the venture. Taking this into consideration, HR manager sets a probation period for
employees and groom them efficiently through this period.
Off the job training methods:
Off the job training methods also plays an important role and the HR manager consider
the same as well in effective manner in order to grow employees. These methods includes
lectures and conferences, vestibule training, sensitivity training (Armstrong and Taylor, 2014)..
Vestibule training is the one where a worker is trained in a prototype environment on specific job
and under a specific in charge (Bratton and Gold, 2012). Lectures and conferences are also one
of the common method where a large audience is gathered together and given detail knowledge
for each and everything in specific manner.

d) Ways through which training needs are identified
HR manager within the Tesco generally identifies the training needs through the gaps
which persist between the superior-subordinate and also between subordinate-subordinates. If the
gap is not filled early, then the situation can become worst and the operation for which Tesco is
famous for gets affected badly (Campbell, Coff and Kryscynski, 2012).. Moreover, the other way
through which the training needs are identified are through the suggestions which are given by
the customers.
Cited venture relies on customer feedbacks as well and thus it is utmost necessary for the
manager to see the suggestions which are given by them. Finding the same cause again and again
can lead to prior identification of the training needs (Bratton and Gold, 2012). Considering the
same, the HR manager plans for training program for the employees. Prior knowledge are given
on topics which have issues and clarity given to employees.
e) Benefit for Tesco in providing structured training program
Providing structured training program is always seen as a worthy sign where all the prior
knowledge are given to new joiners because they are going to be a part of a family. The family
which is growing continuously and effectively. Structured training program is seen as an activity
where all the prior details are handed over to employees in step by step manner. This generally
reduce confusion and workers tend to remember the things for long time period. The training
program in Tesco is on weekly basis (Armstrong and Taylor, 2014).. This is majorly because the
things which are taught are implemented whole 5 days and person is able to clear all their doubts
and concepts.
Practical knowledge to new joiner is given by keeping him/her with skilled staff. The
staff further is very much dedicated towards their job and they work with best of their dedication
to meet their own and organizational mission and vision statements.
f) Training as a return on Investment
Practically recruiting, selecting, training and developing employee is a difficult task. It is
because job description prepared for a particular job many a times does not match with the
specification of individuals (Renwick, Redman and Maguire, 2013). Further, if it is matched then