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)