Human Resource Management Report: Case Studies of HRM Practices

This report provides a comprehensive overview of Human Resource Management (HRM), encompassing various functions, recruitment strategies, and employee relations. It delves into the purpose of HRM, exploring its role in talent acquisition and development, with a focus on planning, staffing, and compensation. The report examines different recruitment approaches, such as internal and external sources, analyzing their strengths and weaknesses. It also covers training and development, including the determination of training needs and the benefits of a systematic approach. Furthermore, the report evaluates the effectiveness of HRM practices in raising profit and productivity, while also addressing the importance of employee relations and the impact of employment legislations on HRM decision-making. Case studies of Woodhill College, TESCO, and ITV are used to illustrate the practical application of HRM principles.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Functions and purpose of HRM........................................................................................1
P2 Approaches of recruitment and selection along with their strengths and weaknesses .....3
M1 Use of functions of HRM in order to gain effective talent and skills..............................4
M2 Evaluate strengths and weaknesses of different approaches............................................5
D1 Critically evaluate strengths and weaknesses of different approaches ............................6
TASK 2............................................................................................................................................6
P7 Implementation of HRM activities in the context of organization ...................................6
M5 Provide rationale of selection of platform considering technology impact.....................8
TASK 3............................................................................................................................................8
P3 (a) Difference between training and development ...........................................................8
P3 (b) Determination of training needs with various methods of training...........................10
P3 (c) Benefits for TESCO and the employees in having a systematic approach................11
P4 Effectiveness of various HRM practices in terms of raising profit and productivity.....12
M3 Different method used by TESCO in terms of developing their employee's.................12
D2 Evaluation of TESCO's HRM practices.........................................................................12
TASK 4..........................................................................................................................................13
P5 Importance of employee relation in context of HRM decision making..........................13
P6 Key elements of employment legislations and its impact on HRM decision making.....13
M4 Key aspects of employee relations in management and employee legislations.............14
D3 Evaluation of employee relations and applications of HRM practices is ITV...............14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human Resource Management means assign best candidates to desired position for
efficient working to hit targets. This term firstly used in 1900s and more broader concept came
into force in 1960s and that time it was used as for personnels who are working for organisation,
in everything (Lengnick-Hall and et. al., 2011). HRM focuses on concept that every employee is
an asset for company and if they are happy they will work with more interest and loyalty and for
this their work satisfaction is necessary and manpower administration department's fundamental
goal is to maintain their satisfaction. If money is capital then manpower is Human Capital.
Employees of corporation considered as resource and these resources must use by business in
their best possible way which means ultimate utilization of manpower entelechy without any
wastage of their time and skills. Employer employs their money and time on workers that is
called as investment and they expect best return on their investment. Woodhill college will be
taken as reference to understand recruitment strengths and weaknesses. Another elements of
project will be understand in context of ITV which is a new channel. Remaining factors of
manpower modality will get considered on TESCO. HRM practices will be defined ahead in
reference of above organizations.
TASK 1
P1 Functions and purpose of HRM
Man modality management is base of every business house that ensures higher rate of
success and regular growth of corporate and human being simultaneously. To enhance skills of
functionary HR department provides training programmes to fulfil needs which arises time to
time and meeting these needs will lead them to future ready workforce. In this concern higher
Authority of Woodhill College pays attention on ensuring that they are filling blank designation
with highly qualified candidate. Hereof they will focus on meet the requirements of all
educational qualifications of each and every candidate so that they will be able in meeting
organizational desires with perfection. HR functional level is quite effective in hiring eligible
staff who will match requirements of students (Renwick, Redman and Maguire, 2013).
Henceforward there are lots of actions that are related to manpower modality area that are stated
ahead.
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Planning: development of hiring plan that will showcase requirements and way of filling
these desires and this plan will help them to match desired level with an employee who is having
perfect efficiency. It will considered as guidance to executives. Strategies are been used to
prepare effective plan and this planning assures formulation of policies systematically with
perfection (Ployhart and Moliterno, 2011). Above study indicates step by step procedure of
recruitment of person for vacant seat.
Staffing and Organizing: Next step after planning is to identify number of vacant seats
that is to be filled in certain period of time. Inevitability of this procedure is to organise and
arrange entelechy of man.
Employee benefit and Compensation Management: It is another function which has to
be accomplished by HR division. This action is used to satisfy workforce. Compensations are
greatest motivation of employees that will enhance there working qualities that will hit targets at
last (Scullion and Collings, 2011).
Training & Development: This is a tool of expansion of skills and abilities of workforce
by providing specific coaching for accomplishment of particular task that they are suppose to do
in allotted time. As it is a capability enhancing tool it will generate effectiveness of worker's
action.
Employee Relations: It includes basically conflict management and grievance handling
that creates better bond among different functional areas that will generate better two way
communication of orders and informations. In relation of Woodhill College, seniors has to deal
with conflicts that are arising in way of better execution of task.
Apart from all this there are some final cause that manager has to achieve is explained
farther: Employee motivation: Motivation is a force that is to be used to encourage employees to
work harder with their own interest and courage. There are many techniques that are
available in organization to enhance courage of manpower for e.g. cash rewards,
incentives, fringe benefits, bonuses, complementary coupons etc. These are applicable in
case of hiking performance levels of junior executives (Tan and Nasurdin, 2011). Policies and procedures: These are tactics of maintaining atmosphere of workplace.
Policy formulation is for working ethics and procedures are made for guidance. These
two help in establishment of working environment.
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 Communication: For accurate task completion it is necessary to create adequate
communication i.e. two way by management personnels of Woodhill amongst all
department's personnels that will effect entire performance positively.
 Improvement in efficiency & effectiveness of people: This action is possible when
employer provides small sessions related to T&D programme. This session is a know
how about overall training and development function.
Purpose of workforce planning: manpower planning is necessary in each organisation
that it enables seniors in assigning task to personnels that will further helps them in obtaining
company targets in shortest duration of time. It also helps in identifying needs of training and
development programme that is affecting working styles of workers.
P2 Approaches of recruitment and selection along with their strengths and weaknesses
Nowadays a company has lots of options in methods of recruitment. These methods have
their own strengths and weaknesses and it is responsibility of seniors that they analyse all
methods and should apply best one in practice (Gruman and Saks, 2011). This analysis will bring
brilliant talent into organizations who will increase productivity and that will enhance
profitability. Woodhill College expecting expansion of their firm , therefore they want to hire
highly eligible workforce. Various methodologies are available which are associated with
recruitment and selection process that will be utilise by superiors. These techniques are
explained below with advantages and disadvantages of this:
Internal sources: In this type of recruiting company fills position by other employees
those are already working in corporation by promotion, transfer etc. These methods require low
investment and are very time saving and association is antecedently aware about skills of person
and at what point he needs training (Jackson and Parry, 2011). Before making available these
T&D event a short sized session to be conducted for generating information or a brief
introduction about whole training program. Advantages and disadvantages of this is stated as
beneath:
Advantages:1. It is way of showing how much an employee is capable by offering them higher
designation and this will bring inner motivation to them.2. This will indicate greater work satisfaction and loyalty that will help to enhance morale
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of manpower.3. Low investment cost and higher return on investment.4. It boost up self interest of workforce into their profession and they will feel more
responsible regarding their duties.5. Accomplishment of target in short period of time.
Disadvantages:
 Lack of new innovative ideas as company is recruiting a person with same idea that they
are using antecedently.
 More conflicts and grievances among employees.
 It is a demotivation for those who were not got promoted.
External sources: In Woodhill College they selected much people with high capabilities
along with much talent in their institution by this source of recruitment (Jiang and et. al., 2012).
This method enables the managers to choose among variety of options which is eminent.
Advantages:
 It bring new innovative ideas with new person. As company is going to deal with new
set of information which is carrying by newly hired candidate.
 This method provides various alternatives of selection.
 Employer will swimmingly take skilled and talented person in corporate.
Disadvantages:
1. Previous performance of employees is not evaluable by seniors.
2. High investment and no idea about return on investment.
3. This kind of technique needs an induction program that increases overall cost of
organization.
M1 Use of functions of HRM in order to gain effective talent and skills
Every corporate house needs a talent pool of workers who will work effectively for
association. This function is responsibility of HR candidates to hire person with great efficiency.
Wooghill HR managers have to understand their actions accurately so that they can select only
those people who have adequate knowledge:
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 Planning: Seniors need to make plan about vacant job and determine such people whom
can be fix on this blank designation. It controls unnecessary cost expansion and
achieving target of selecting those who are having advisable knowledge to perform
actions. Staffing: It is a next important function of senior apart from planning. Main objective of
this task is to allocate positions to personnels according to their skills. Staffing means
distribution of jobs to new hired person as per their capabilities and eligibility. It will
promote high efficiency of work. Employee benefits: HR Department of College always seeking to take such steps which
are beneficial to organizational workforce. Activities of worker's welfare include rewards
and compensation plan, promotion etc. (Buller and McEvoy, 2012). Training and Development: Apart from above major functions another important
element of HR practices is T&D which is to provide for enlargement of particular skills
that is necessary to perform their action in shorter time with high revenue along with
new abilities.
M2 Evaluate strengths and weaknesses of different approaches
Strengths and weaknesses of every method of recruitment and selection that has to be
taken into considerations before applying any of available alternatives. This analysis then
provide an overview about whether the method has to be adopted or not. Comparison of internal
and external approaches of recruitment are discussed beneath:
Advantages of internal and external recruitment
Internal External
This method helps in creation of trust of
workforce that will lead to smooth functioning
of business activities.
Novel talent introduced in organization who
are come with their vernal thoughts and
creative ideas.
Magnification of ethical level of workers
gained by employer because of this technique.
Lots of alternatives are available and best can
be choose from them.
Promotion of better working without putting
extra cost in recruitment process.
Hiring of more skilled and talented personnels.
Disadvantages of internal and external recruitment
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Internal recruitment External recruitment
1. Deficiency of novel ideas as employer
promoted old manpower on
designations and they did not recruit
vernal talent into corporate house.
Previous performance is not evaluable because
they came from an different environment.
2. Raised conflicts will affect
organizational culture.
This method needs hike in investment but they
provide higher return it is not a compulsion.
Sometimes they would have not able to
generate profits to company.
D1 Critically evaluate strengths and weaknesses of different approaches
According to Alfes and et. al., 2013 Recruitment and selection is a must process of every
corporation that has to be done by HR personnels. By this manager would be able in filling
vacant positions with candidates who are having skills and brilliance that is essential for related
post. HR manager has main two choices that are internal and external sources of appointment of
people. This activity will bring efficiency in performances that can be measured by achieving
targets in shorter length of time. In internal recruitment seniors can appoint any of deserving
candidates to blank positions. On the other hand in appointment of vernal co-workers externally
HR candidates have several choices by them they are able to opt perfect suitable choice. Every
model has two faces one is negative and other one is positive that is to be considered by head of
departments (Anderson, 2013).
TASK 2
P7 Implementation of HRM activities in the context of organization
Job advertisement connected to management and market both is displayed below:
JOB VACANCY
Blank Position (Teaching): 3 for the post of Marketing Professor
Subject: Marketing and administration
There are three empty post in Woodhill college. It is ranked up in top best institutions in UK. So
it is a very good opportunity to those who want to become part of this organization. Carrier in
this association will provide definite carrier enlargement options. Department of administration
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is inviting applications for deserving candidates for their educational institute.
Needed attainments:
 Post graduate in Marketing management.
 Two years and above experience is must.
 Efficient interpersonal abilities is needed.
 Applicant must have knowledge about managing pupils.
Pay packet for this job: 180000 to 240000 LPA.
Every person will apply for this opportunity if he have above mentioned skills. Those who are
interested will send their CV on college e-mail i.e. [e-mail] by 15th
january, 2018. Candidates who get shortlisted will get call for interview and in additional tests.
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Above ad is posted on both medium print media that is newspaper as well as digital media which
is website named as Jobs.ac.uk. Job specification for position is showed as beneath:
Job specification:
MANAGEMENT AND MARKETING EMPLOYEE JOB DESCRIPTION
Post description: applicant who get selected should have knowledge about manage students and
methods of conveying lectures. Importantly he or she must be idol for students.
Staff member is expected to: completion of courses that are associated with management and marketing. Connoisseur in area of teaching. More than two years of experience.
Requirements:
 degree and certificate in management courses.
 Efficient interpersonal capabilities.
 Highly eligible in communication.
M5 Provide rationale of selection of platform considering technology impact
Nowadays, every type of organization needs best suitable persons for accomplishment of
activities (Aswathappa, 2013). With them management personnels are to be able in attaining
objectives within short duration of time. It is necessary of heads to assign those who have
eligible pertinence in their work to vacant seats. To identify skilled people superiors can use
several effective tools. In relation of Woodhill institute they can use social networking sites and
advertisement to identify lecturers and this will do procedure more faster (Barney and et. al.,
2011).
TASK 3
P3 (a) Difference between training and development
For every organisation, training and development is necessary for its staff members as it
helps in achieving the set goals in an efficient manner (Alfes and et. al., 2013). Both the things
are different from each other butt works for same reason and that is profit maximising of a firm.
Managers of TESCO also need to work accordingly to develop their employee’s skills and
knowledge as well as they can follow different terms which are stated as below:
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Development Training
 In the organisation, development is
necessary for every staff member that
helps in improving the skills and
knowledge.
 For long term success of TESCO,
development of every single worker is
necessary (Bloom, N. and Van Reenen,
J., 2011).
 Developing initiatives is being done by
every organisation for gaining success
for a long period of time and this is not
a part of learning.
 Training is a type of learning that
enables a positive development in
personality and makes workforce future
ready.
 This is a task of providing information
regarding any particular action and
activity that a worker has to accomplish
in further time.
 To develop the skills of an individual in
TESCO, HR manager needs to find the
weak points of employees and train
them so that they can work
appropriately in an efficient manner.
 Training is to be known as a learning
process which manager of TESCO
performs to train their employees.
 Supervisors of TESCO train workers
which increases their ability to
complete the targets in an efficient
manner.
 Development is a enhancement of
skills and talents that van be achieved
by an employee with help of skill
enhancement function that generates
cognizance about action.
 Development is not a program, it is a
result obtained by various events that
helps in achieving corporation goals.
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P3 (b) Determination of training needs with various methods of training
For making employees work faster than their capabilities, training plays a major role in
large enterprises like TESCO. This training makes an employee to work in a smarter way that
they start enjoying their work as they get knowledge of what they are capable of otherwise it
becomes hard for them to work if they don't know what they are doing (Anderson, 2013). Here,
management needs to understand co-workers needs and train them accordingly. Different types
of methods that company can use are:
 Off-the-job training method: Under this, managers gives training to their employees
when they are off duty. It is more efficient than On job training as staff members takes
training properly with free mind when there is no load of work. Superiors of TESCO
usually train employees when they are not performing their task at work place. Examples
of this are computer based learning, self study etc.
 On-the-job training method: This method takes place when manager of TESCO's gives
training to people of organisation. This actually reduces the cost of process involved.
Leaders train determines employees performance at the time of executing their tasks
which helps in evaluating training needs of every individual (Aswathappa, 2013). With
the help of this they provide them accordingly. For instance of this method there are some
techniques like job structure training, informal learning etc.
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Illustration 1: Training Methods
(Source: Difference between on the job and off the job training, 2018)

There are various method which used by manager to determine training needs of staff and
those are: Meetings- To apply different plans, HR manager of TESCO analyses the overall
performance of each employee at the time of meeting and tells them to work accordingly.
 Employee Feedbacks: To find the places where to work in TESCO which is non
profitable, managers takes feedbacks from their employees so that they can give perfect
environment according to their need and by that possibilities are there that workers may
start work in an efficient way.
P3 (c) Benefits for TESCO and the employees in having a systematic approach
Every organisation finds proper approaches of training and development of their
employees that leads them to increasing profitability level. When an individual gets perfectly
developed and trained, he/she starts working in a smarter and efficient way that becomes
beneficial for company and for the individual as well. TESCO trains and develops their
employees in a way that is keeping it to a leading position in the market which is also helping
them to expand their business in other markets (Barney and et. al., 2011).
Benefits to employer Benefits to employee
4. Training which is properly
implemented and given to the
employees and if they understood it
completely, this could increase the
profitability of TESCO.
5. Proper training gives chances to
increase TESCO’s goodwill in the front
of world.
6. Good training and development can
create competition in between
employees of TESCO which ultimately
helps in achieving set goals in efficient
time.
7. This could motivate employees as if
they get training of what they are doing,
workers will start working in an
efficient way that will improve their
productivity in the organisation.
8. Perfect training leads employees to a
healthy environment where they handle
relationship with each other perfectly
and this could maximise the profit
aspects (Bloom and Van Reenen, 2011).
9. While handling problematic situations,
this training and development part can
increase the confidence in decision
making while working of individual in
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TESCO.
P4 Effectiveness of various HRM practices in terms of raising profit and productivity
Human resource management practices play a main role in every company which could
lead to increase the productivity as well as profitability. HR manager looks over on employees
performance (Buller and McEvoy, 2012). They also make policies in the favour of workers
which could make them happy and a satisfied worker works properly so that he/she can meet the
set targets which directly put a favourable impact on achieving the set goals of company. There
are several points which evaluate the effectiveness of various HRM practices of TESCO. Training and development: TESCO's managers always try to give high quality training
to their employees that keep improving the skills and knowledge of them and this could
be a point that maximises the profit of company.
 Conflict management: If any conflicts come across in between company’s employees
then managers are the one who try to resolve issue as this can affect productivity of firm.
M3 Different method used by TESCO in terms of developing their employee's
TESCO uses different types of plans and programmes to achieve its targets. Manager’s
responsibility is to increase the skills, knowledge and capabilities so that they can work with
efficiency and this helps in profit making. Managers also look at the places where team mates
require training and then they train them so that subordinates would work according to the tasks
that have been given to them. On the other hand, managers also make favourable policies for
employees which keep a healthy working environment. Also, they take feedbacks from them if
needed.
D2 Evaluation of TESCO's HRM practices
For profit maximization and increase in production, TESCO's
managers need to use unique methods of HRM. It is necessary for the
managers to train employees and find what their weak points are. Along
with that, they also compensate them if they do extra work (Coff and
Kryscynski, 2011). It has been seen in the past that these programmes and
seminars of training and development are useful which improve inner
qualities of employees so that they can work efficiently which help
companies to earn more profit from the market.
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TASK 4
P5 Importance of employee relation in context of HRM decision making
ITV looks at their workers as an asset and it is a job of manager to manage the company’s
employees so that they would work appropriately in an effective manner. Effective employees of
company play a main part to take the organisation at a leading position in the market if they work
efficiently targets are going to be met in set time frame which maximises the profit. HR manager
has to take proper and fruitful decisions for company and employees. Here, if workers stay
happy while working and enterprise give competitive environment to them then try to perform
really very well which can take companies to a profitable position.
If a manager takes good decisions in favour of employees then it creates a healthy
environment in the company which is a part of employee relation. If decisions are correct than it
can push to increase in productivity and profitability of the organisation. ITV managers knows
the value of workers relations which helps them in making of proper decision and these are: For better revenue and profit employee relation is necessary as it helps in increase of
quality of products and manufacturing cycle. In completion of the targets motivation is necessary for every employee if they work
hard and in efficient way companies can expand its business as well. If organisations employers gives satisfactory services to employees then they won't leave
there jobs which increases the goodwill of the company (Gruman and Saks, 2011). For long term profitability managers and leaders makes plans and programmes and put
them with proper implementation which can motivate ITV's employees and they gains
the ability to complete or achieve there targets in an efficient period of time.
P6 Key elements of employment legislations and its impact on HRM decision making
ITV's HR manager needs to look at the legislations of employment while making policies
at the time of decision making. Government has made a lot of rules and regulations for
employment which a manager needs to understand at the time of recruiting, organising and
decision making. ITV managers makes policies to reduce the conflicts in between employees so
that they can create healthy working environment (Jiang and et. al., 2012). Laws that has been
made by government and if companies do not follow them then it might create problems at the
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time of taking decisions. There are some employee laws made by Govt. which ITV follows and
those are -6. National minimum wages act, 1999: This is an act where ITV HR managers give same
wages to employees of the organisation as per their performance and in this they give
equal rights to every worker at the working place without looking at there age, gender
and etc.7. Healthy and safety act, 1974: An act which needs to be followed by ITV very carefully
as employees have rights to do case on the company if they don't get a healthy
environment. Managers have to listen to the demands of workers and take proper action
immediately which is a good sign for management. This keeps the workers safe and this
may create a healthy environment at the time of working.
M4 Key aspects of employee relations in management and employee legislations
A company cannot afford wastage of time as it is reduces the overall production of a
company which could reduce the profit so here HR managers needs to look at the conflicts in
between middle, lower and higher level of subordinates if happens in ITV and try to resolve
them in a very short period of time. This could also put a huge impact on the working
environment of the company. Different policies and plans a manager can create and apply at the
working place in organisation which reduces the risk factor or it could stop the clashes in
between in employees or in between supervisors as well (Kehoe and Wright, 2013). This can
bring positivity in workers mind at the time of working, apart from this it is also important for
ITV to imply all the acts those are related to there business environment this could increase the
goodwill and also improves the standardisation of ITV's services.
D3 Evaluation of employee relations and applications of HRM practices is ITV
According to (Kinicki and Kreitner, 2012) if a manager or leaders wants to attain the
goals which has been planned in an efficient time of period. Then it is necessary for every
company to keep there employees happy by different favourable policies so that they can work
properly which could be profitable for both the individual and for firm as well. And for
improvement in profitability, environment and for huge success ITV's managers have to make a
healthy and positive environment for its employees with keeping an eye on legislations. To
develop their skills and knowledge proper training and development is necessary for every
individual which managers needs to give them from time to time which reduces there work load
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as they will start working in a smarter way which could become a key part for profit
maximization.
CONCLUSION
Per above assignment it has been concluded that human resource management plays a
major role in every organisation which could be helpful in increasing the productivity and take
company to a place where they can make maximum profit by providing fine quality goods and
services to consumers. It also showed in the assessment that how employee relations put a huge
impact on making environment healthy of the working place this can also be helpful in profit
making process of a firm. Human resource manager have so many responsibilities like recruiting
the best candidates from out side the world by various techniques online and offline which gives
options to select the best candidate from many and this could raise the profit in future for an
organisation. HR manager have to see the employment legislations and make different
favourable policies which helps every individual to do work in a healthy environment. Apart
from this, they also trains subordinates to increase there knowledge and skills which improves
their working style and this helps in profit maximization.
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