HRM Report: Evaluation of HRM Recruitment and Selection Strategies

This report delves into Human Resource Management (HRM) practices, emphasizing the crucial aspects of recruitment and selection. It begins by highlighting the importance of HRM in achieving organizational goals, supported by case studies from Wooden Hill College, Tesco, and ITV. The report explores workforce planning, evaluating the need for employees and the development of effective recruitment processes. It then compares the strengths and weaknesses of internal and external recruitment approaches, providing a detailed analysis of each. The core functions of HRM, including recruitment, selection, maintaining working conditions, training, and employee relations, are also examined. Furthermore, the report includes a job advertisement example for Woodhill College, different platforms for advertisement, and job and person specifications for an Assistant HR Manager. The analysis emphasizes the critical evaluation of recruitment and selection strategies, offering insights into the impact of various approaches on organizational performance and employee satisfaction. The report underscores the importance of attracting qualified candidates and creating a positive work environment.

HUMAN RESOURCE
MANAGEMENT
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INTRODUCTION
In the present time, HRM is considered to be the precondition to define the ultimate
success of the business unit. Thus, it states with the need for HRM practices to achieve the goals
and objectives of the company. Further, they are important to both the profit and non-profit
organizations as in every business they have to include with the evaluation of job, recruitment,
training, management of salaries and wages, performance evaluation etc. Thus, it becomes
important for the company to have an efficient HR department to ensure the productivity of the
firm (Armstrong and Taylor, 2014). Further, in the report effective understanding related to the
importance of HRM is determined by including the case studies of different companies like
Wooden hill college , Tesco and ITV. Thus, under this the HR practices are been determined
which ensures the recruitment and selection process. Moreover, the different functions related to
the HRM are been involved in this. Further, the main focus is on the procurement of the
employees by giving effective training and selection sessions and satisfying there needs to a
greater level.
TASK 1
a) Purpose of workforce planning
In the present time of industrialisation, employees are considered to be an important asset
for the company as they are responsible for performing the operations of the company. Thus, it is
required by the HR manager to develop with the effective HR planning which will ensure the
management of human resources in an efficient manner. Further, the primary function of HR
planning is to evaluate with the need of employees for the vacant posts in the organization. Thus,
as per the requirement of the person, they will develop with the recruitment process so as to
appoint with an efficient person in the company. Furthermore, it is been evaluated that Wooden
hill college is facing with several issues regarding the procurement of the vacant posts. This, can
be the reason behind the inefficiency of the HR department in planning the recruitment process.
Thus, it is crucial for them to come up with the solution to the ascertained problem and take
several measures to develop with the process for the development of the company (Bloom and
Van Reenen, 2011). They must identify with the needs and formulate with an efficient plan so
that they can appoint with most suitable candidate. Further, issues are also faced related to the
low retention of the employees. Thus, it is important for the company to satisfy them by giving
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them with basic needs and safety measures so that they do remain in the firm. Human resource
management is also useful for the maintain healthy relationship with employees and maintain
friendly workforce environment.
b) Strengths and weaknesses of various recruitment approaches
It is been evaluated that for recruitment and selection process serves an important role in
the growth of the company. This is due to the reason that the employees are the ultimate
performer of the firm and it is important that they are highly qualified to develop it at a greater
level. Furthermore, there are mainly two methods involved in recruitment process named as
internal and external approaches. The prior one refers to the appointment of a candidate through
internal sources by promoting or giving referrals (Camelo-Ordaz and et.al., 2011). On the other
hand external approach includes the attainment of a person through outer sources such as campus
placements, job agencies etc. Thus, both the methods are having there own strengths and
weaknesses incorporated with it. Further, they are been explained in detail below:
Internal recruitment
Strengths:
 It is important approach as it helps in getting with fresh talent in the college which can
help them to provide with greater services to the students.
 They are able to acquire with highly qualified candidate in the institution. This approach provides with large number of options so that the company can choose
with the best of the person for the post.
Weaknesses:
 It is considered to be a costly process as it require the greater arrangement for the
formulation of the set up.
 This is a lengthy process which means that there is greater wastage of time.
Internal recruitment
Strengths:
 It is increase the morale of the existing employees as they will be promoted for the
greater level. This do not require with the arrangement of different steps so this is less time consuming
and cost effective method.
Weaknesses:
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 It may result in biased decision as they may give greater preference to the ones which
may be there friends or relatives. This hinders from getting talented staff in the
organization.
 Along with this , college has a limited resources for job recruits.
c) Major functions of HRM
HRM is taking several efforts which helps to increase the performance level of the
employees to a greater level. Thus, it is been identified that the company is highly dependent on
the staff member so it is important for HR department to take efforts in developing there skills,
provide motivation for employees to retain for long term future prospective. The following are
the major function of HRM:
 Recruitment and selection- It is considered to be one of the most important function as it
involves with the selection of the candidate in the organization. Thus, in this there main
motive is to acquire the best person which is highly qualified and appropriate for a
particular post.
 Maintaining good working conditions- It is important for the HR manager to make
provisions for providing with healthy working conditions to the employees. Thus, they
must make measures related to health and safety measures so that people become
comfortable in the company.
 Training and development- It is important aspect of HR department to evaluate with the
needs and requirements of the people regarding there weaknesses so that they can
organize with training and development program for them. This will help to develop there
skills and knowledge to a greater level.
 Managing employee relations- HR department to maintain with healthy relations among
the people and the management. This will help in maintaining the decorum of the
company. Moreover, it will ultimately enhance the productivity of the company to a
greater extent.
d) Evaluating with the strengths and weaknesses of different approaches
Recruitment and selection process mainly includes with two major approaches which are
having its own strengths and weaknesses for them. Proper evaluation is better way to recruitment
from external sources. Now there is so many options from the sources of recruitment like:
Advertisement, blog, consultant, campus placement, factory gate, casual callers these are the
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main sources of external recruitment, and many more recruitment options in external
environment. Somewhere these process of recruitment is costly one but there is a wide scope to
collect database from the market. And On other hand there is a direct methods of recruitment
that is internal source of recruitment,like: promotions, reference, and recommendations. Collages
is also organized internal selection programs.
e) Critical evaluation of strength and weaknesses
Each and every organisation evaluation can be done in various forms . In an organisation
evaluation can be considered as in a calculate company strength or weakness. It helps to create a
better work environment and aware from the market threats and loses. Company strength and
weakness is critical review from the market and preparation from the attained marketing
advantages. is Somewhere internal source of recruitment is better option rather then the external.
Internal sources is less budgeted and less time consuming. This recruitment provide morale of
promotes and better assessment of abilities. One the disadvantage of internal recruitment is has a
limited resources or less opportunities. Limited number of potential applicant, no ideas can be
introduced from outsides. Internal sources can be affected from the candidates current work.
Some times in an organisation candidates politics play greater role, it can affected to the
organisation culture and create conflicts in an organisation. but on the other side external source
of recruitment is provide wide range of opportunities and availability of so many options and
also benefits of new skill, new talent and new experiences to organisation. Furthermore, the
external source of recruitment has so many disadvantages , one of is there is sometimes frauds,
fake identity persons like so many issues are there in external sources.
TASK 2
a) Job advertisement in Woodhill college
It is been evaluate that to acquire with the efficient candidates in the organization, it is
important for the company to develop with an attractive advertisement so that it attracts large
number of candidates. Further, from analysis it is been identified that in Wooden hill college
they require an assistant HR manager at the workplace. Thus, for this, the following
advertisement is been developed.
VACANCY!!!
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WOODHILL COLLEGE
Post : Assistant HR manager
Salary: 20000-30000
Job description:
There is a greater opportunity for the people who are seeking jobs in the HR field. Thus
for this they require MBA degree with minimum 3 years of work experience in this field. The
candidates who are willing to apply for the post must reach the institution through the means of
portal or by submitting the application directly in the organization.
Skills required:
 Must acquire with greater communication skills. This means that they must have fluency
in there language.
 They must be able to manage the human resources in an efficient manner.
 It is also important to deal with the problems faced in the organization.
 They must have the capability to perform with the activities in an effective manner.
Woodhill College
Contact: [phone]. mail: www.woodcol.co.za
b) Different platforms for advertisement
To get large number of applicants for a particular post, than it is highly important for them to
promote it in an efficient manner. Further, they must choose it as per there budget. Further, the
HR manager must analyse with all the means and than decide with the one which will be most
suitable for the company (Guchait and Cho, 2010). The following are the major platforms used
by the company to put there advertisement:
 Social media- With the help of this means the company can put there advertisement by
using different online portal such as Facebook, Instagram etc. Further, it will highly help
in attracting large number of people towards there organization. Social media is a best
way to advertise. From the help of the social media we describe our values on the web
and attract so many customers.
 Newspapers and job magazine- It is been seen that newspaper is been read by maximum
people and with the help of it they are able to acquire with the vacancies which are
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availing in the market. Further, Woodhill college can adopt with this method to attract
with large number of customers towards there organization so that they get bulk of
options for the particular job. News paper and magazines is also agreat optiopn for
advertisement. It can attract so many people who can read daily newspaper and of attract
mass group of customers
c) Job specification and person specification
After identifying with the post it becomes crucial for them to determine with the job
description and specification in a defined manner which will ensure to get the most appropriate
candidate for the post. Thus, for fulfilling the post of Assistant HR manager in the Woodhill
college, they have determined with the same:
Job description of Assistant HR manager
Job title: Assistant HR manager
Manner: Full time
Qualification: Minimum 3 years of experience
Work experience:
Minimum 3 years in HR field.
Qualification required: MBA degree in HR from a qualified college.
Requirements:
 Communication skills
 Interactive skills
 Analytical
 Confident in there work
Personal specification
Name:
Address:
Phone No.:
Skills and knowledge required:
 Must acquire with greater management skills.
 They must have good interpersonal skill so as to interact with the people in an effective
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manner.
 They must be efficient enough in managing the tasks in an proper manner.
d) Applications of HRM practices
It is important for the organization to develop with the efficient HR practices in the firm
as it will help them to perform the operations in an effective manner. Further, they must evaluate
with the need for the people for the vacant posts in the company and develop with the process
that will help to recruit with best candidate. Moreover, they must formulate with plans so as to
acquire with highly qualified person in the organization (Hendry, 2012). Further, they must also
ensure several acts such as equality, discrimination act etc. which states that every person must
be given with equal opportunities so as to develop with the brand image of the company. They
must be not biased with there decisions and should appoint the person which is appropriate for
the job post.
TASK 3
a) Different between training and development
In an organization, it is important to organize with the training sessions which will help to
develop the skills and knowledge of the people to a greater extent. The following are the major
differences between training and development:
Training Development
 In this, the time duration for the
session is less and they only focus
on the enhancement of the skills and
knowledge of the individuals
appointed in the organization.
 They provide with the training so as
to increase there efficiency level.
 It also assist in focusing on the
particular task so as to achieve the
objective of the company (Knowles,
 It is long term process and deals
with the overall development of the
individual.
 In this, the weaknesses are been
identified of the person and several
measures are been taken to
overcome them and enhance there
productivity.
 There main aim is to develop the
overall personality of the person
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Holton III and Swanson, 2014). which will help at professional and
personal grounds.
b.) Changes in customer expectation affect Tesco
It is been seen that there are large number of competitors of Tesco as in the present time
the retail sector is rising to a greater extent. Further, with the passing time the choices and
preferences of the customers are been changing. This means that the company needs to evaluate
with the needs of the people so as to serve them with the best products which will satisfy them to
a greater level. In addition to this they must also focus on putting down with several efforts on
training the employee so that it can easily fulfill the needs of the customers. This will make more
efficient in serving with the services to the public. As per the scenario given it has determined
proper training is necessary for the employee so that they provide better performance and
increase productivity to customers. Moreover, for maintaining the existence in the market, it is
important to make products and services are different from rivalries (Lin, Chen and Chuang,
2011). Further, it can be done only if employee are high skilled and experienced. Thus, it is
been seen that if the staff member in a company are not highly trained then they will not be able
to use the latest technology,
c.) Method of training carried out by Tesco
Tesco is one of the leading company in the market which is operating there business in
several countries. Further, they provide with the special training sessions to the people who are
newly appointed in the organization. They serve with on the job training method as it is high
efficient and cost effective. Moreover, it also helps in reducing with the time and energy of both
the employers and the employees. Further, firm can also adopt job rotation technique, which
provides with greater chances to employee for developing their skill in the field required in the
company. This approached is framed for the retaining employees for long term future
prescriptive. In addition to this, it will also help in motivating the employees towards their work.
d.) How training needs are identified
It is been seen that in an organization, there is greater need for the development of the
employees on a regular basis. Thus, for this they must acquire with the need for training by
adopting proper analysis. From the given scenario of Tesco, it is been seen that how employee
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are using allocated resources and optimum utilization of business resource. Further, this can
come up with the conclusion that employee are weak in some areas so it is necessary to develop
with the training sessions to enhance there productivity (Nadiri and Tanova, 2010). Thus, hr
manager has to be conduct p[roper tranning programs and evaluate their performance to
employees.
e.) Evaluate the benefit of employee for Tesco and employees in training programs
It is been evaluated that there are several benefits of training program for Tesco. It is an
established organization and it is having greater online presence which makes them strong
company in the market. Further, with the help of several training programs for the employee
ultimately assist in developing there skills and knowledge that may help in enhancing the overall
growth of the organization. Training program is beneficial for each and every one. It helps to
build a confidence and self motivations. Training for the advancement of tool is also beneficial
for company, so that can help to reduce unawareness over the new technologies. (Ployhart and
Moliterno, 2011). Training program is built a relationship with employees and built proper work
environment so that can be help in high productivity in company. This highly assist in making
the staff members more skilled which lead to the development of latest goods for the customers.
f.) The extent to which training has achieved return on investment
Training is considered to be an internal process of the company which assist the staff
members in the development of there personal as well as the professional skills. Thus, it will
result in generating with the positive result to the organization as the employees will help in
growing there business to a greater level. Tesco is been successful in developing with one of the
leading company and greater brand image in the market (Soon and Baines, 2012). Company cost
is also increase company productivity and sales turnovers. In addition to this, it also assist in
retaining the employees for the run in the company. Now we discussed about the some factors of
initial investments :
Enhancing sales: In the company they provide the employee with training facility which help in
increasing sale of the company. This is due to the reason that employee are taking interest in the
development of the firm. With the enhancement in the workers knowledge and skill will help in
becoming more capable in serving services to the customer by using new and innovative
technique.
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Employee retention: Training program also help in retaining the employee to a greater extent.
Further it will lead to minimize the cost acquiring the recruitment process. Employee get highly
satisfied with their job and not switch to other company job.
g) Type of approaches to flexibility that can be adopted by Tesco for its expansion of business
It is been evaluated that to motivate the employees in the organization, they must be
provided with several flexibilities such as giving leverage in timings, work from home facility,
compensatory work etc. This will help in providing the employees greater satisfying working
environment. The following are the major approaches for the same:
Functional flexibility- In this, it is highly involves that every employee must be given the work
as per there capability of performing the task. If there is flexibility in there business then
company will be able to achieve organizational objective to a greater level (Ulrich, 2013).
Numerical flexibility- This assist in expanding the operations and make adjustments to the level
of labor output and for meeting fluctuation in outputs. Firm make sure that employee not work
under pressure so that worker is not feeling burden while being in the company.
TASK 4
a) Analyzing the importance of ITV to maintain good employee relation and way it influence
their HR decisions
From the analysis it is been seen that there are many approaches which are to be adopted
by the company to enhance with the productivity which ultimately lead to increase the profit
margin. They mainly take efforts on engaging the staff members of ITV company in collective
bargaining which assist in developing good relation with employees and also reduces the conflict
situation of the company. Thus, it is been seen that to attain the objectives and goals of the
organization, it is important to maintain healthy relationships with all the employees (Cascio and
Boudreau, 2010). It is also important to have a greater means of communication with the staff
members so that any type of problem occurred may be solved in an efficient manner.
b.) The key elements in the employment legislation and how to influences ITV’s HR decision
There are different type of employment legislation which are been developed by the UK
government so as to perform the activities in an efficient manner (Werner and DeSimone, 2011).
Further, they must adopt with several legislations at the workplace which will ensure that
working activities are framed in a legal context. According to the discrimination act, the
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