Analysis of HRM Practices: Woodhill College Case Study Report

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on a case study of Woodhill College. The report begins with an introduction to HRM, highlighting its core principles and the role of an HR manager in workforce planning. Task 1 delves into recruitment and selection, exploring internal and external sourcing methods, and evaluating their strengths and weaknesses. It also examines HRM functions related to talent and skill development. Task 2 focuses on practical applications, including crafting a job advertisement, identifying suitable platforms for advertising, and developing job descriptions and person specifications. The report then analyzes the rationale for applying specific HRM practices. Task 3 shifts to training and development, specifically addressing how changes in customer expectations have affected Tesco and its training needs. It covers training methods, needs identification, return on investment (ROI) assessment, and approaches to flexibility. Task 4 examines employee relations, emphasizing the importance of maintaining good relationships, evaluating the effectiveness of strategies, and analyzing key aspects of employee relations management. The report concludes with a summary of findings and references.

HUMAN RESOURCE MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
a) Workforce planning purpose and the role of HR manager.....................................................1
b) Strength and weakness of different approaches to recruitment and selection........................2
c) HRM functions for providing talent and skills.......................................................................3
d) strength and weakness of the various recruitment and selection techniques..........................3
e) critical evaluation of the strength and weaknesses of the different methods..........................5
TASK 2............................................................................................................................................5
A) Job advertisement for the role................................................................................................5
b) Suitable platform for the advertisement..................................................................................6
c) Job description and person specification................................................................................6
d) Rationale for the application of specific HRM practices........................................................7
TASK 3............................................................................................................................................7
b) Explain how have changes in customer expectations affected Tesco and its need to train
staff?............................................................................................................................................8
c) Methods of Training carried out by Tesco..............................................................................8
d) Identifying the Training Needs.............................................................................................10
f) Indicate the extent to which you think the training has achieved a Return on Investment...11
g) Suggest the types of approaches to flexibility that can be adopted by Tesco to aid its
expansion of the business..........................................................................................................12
M3Analysis of Development Method.......................................................................................12
D2HRM Practices within Tesco................................................................................................13
TASK 4..........................................................................................................................................14
a) Importance to ITV to maintain good relations......................................................................14
B) Effectiveness of ITV’s strategies for building and improving employee relations and
engagement...............................................................................................................................14
c) Key aspects of employee relation management....................................................................15
d) Critically evaluating employee relations and the application of HRM practices.................15
CONCLUSION..............................................................................................................................15

REFERENCES..............................................................................................................................16

INTRODUCTION
HRM can be termed as science which is based on certain model and theories. In order to
attain the motive of human resource management, it is necessary to adapt the rigorous and
precise application of the theories. Additionally, human resources management can also be
understood as the art where the people are being managed by the effective use of resources and
newly discovered approaches. In simplest terms, human resources management is all about the
management of people at workplace. The procedure is being conducted with the help of human
resources manager. They are the one by who takes care of the activities conducted at
workplace. The stated process plays an indispensable role in the company operations. HRM
policies helps the managers to formulate the strategic plans and policies. The current document is
prepared with a motive to generate proper level of understanding about recruitment and
selection. The report is based on the case study of Woodhill college where the institution is
experiencing high level of staff turnover. This has resulted in increasing the vacancies in the
cited institution. In order to conduct proper process, the management has recruited a new HR
manager. With the preparation of this report, the reader will be able to understand the HRM
functions, roles and importance (Brewster, Mayrhofer and Morley, 2016).
TASK 1
a) Identification and analysis and the task of HR manager
In Woodhill institution, it is essential to plan its workforce because the organization is
going through high staff turnover. This problem has initiated after the expansion process 0of the
college. The management of this institution has not been followed proper planning of the present
and future human resource in the organization. Additionally, they do not even have appropriate
and clear strategy towards the human resources. It is seen that, the institution has recruited a new
human resource manager where he is accountable for the effectual planning for the workforce.
However, the major purpose of the workforce planning is explained below (Hoobler and
Johnson, 2014).
Recruitment: In the cited institution, the new human resources manager will attain the
workforce planning for the assessment of people for the recruitment process. This requires the
analysis of the number of positions with the with the candidates (Budhwar and Debrah, 2013).
Forecasting and assessment: The motive behind the workforce planning is to ensure the
sufficiency of the employees in the concerned institution. With the help of forecasting and
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assessment the manager will be able to forecast the employees with requisite skills and
knowledge for the attainment of institutional objectives.
Succession planning: The workforce planning is conducted with a purpose to plan the process
of the college for the present case study. This will allow the stated company to motive ate the
employees for the betterment of work (Graves, Sarkis and Zhu, 2013).
b) Pros and cons of approaches to recruitment and selection
The management of Woodhill need to recruit efficient employees for the successful
operations of the institution. This requires to conduct the recruitment and selection process in the
stated college. In order to have skilled and talented employees then the organization will be need
to adapt both the internal and external sourcing. This will allow the management of college to
effectively hire the candidates for the concerned positions. Following approaches are explained
below.
 External sourcing: According to this approach, the management of Wood hill will be
recruit and select the candidate outside the institution. In order to conduct the task
successfully, the management will be required adapting the gob boards, trade
publications etc. The stated college can not only fill the positions with the existing
employees but also by hiring the new candidates outside the workplace. It will result in
getting fresh knowledge candidates with requisite skills and knowledge. However, the
stated process consist of certain pros and cons which are required to be analysed by the
management. The advantage of this recruitment method is that it allows the college to
recruit the candidates with required skills and knowledge. ON contrary to this, the cited
process may remain expensive or costlier for the institution (Graves, Sarkis and Zhu,
2013).
 Internal sourcing: It is process of recruitment in which the candidates are selected from
the college itself for the new or vacant position. In this process the employees are
promoted for the higher positions if they find effective for the vacant post. Adaption of
this method will remain beneficial for the college as it will not incur huge cost. On
opposition to this, it can limit the knowledge and skills in the organization by selecting
the existing employees (Hoobler and Johnson, 2014).
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c) HRM functions for providing talent and skills
There are different functions of human resource management such as staffing, selection,
training and development. However, all these functions plays a crucial role in order to attain the
organizational objectives. With the help of effective selection and recruitment, a right candidate
can enter into the organization for the concerned designation. Additionally, with the adaption of
training and development the organization will be able to render quality training to the new
candidates. Therefore skilful and talented staff accomplishes the business goals of Woodhill
College efficiently. On the other side, HR manager endeavours for comprehending changes at
the workplace system and processes through which employees learn new and different things in
their job.
On opposition to this, in organizational development certain efforts will be made by the
human resource manager of the company where the workplace system will get changed. This
will help the candidates to learn and impart new concept and practices. Therefore, their skills get
enhanced by which they perform effectively and attain the goals of the firm promptly. Apart
from that, training and development is an important HRM functions which helps in enhancing
the overall development like knowledge and individual talent of the employees of Woodhill
College that increments their potential in completion of the given tasks (Hoobler & Johnson,
2014).
d) strength and weakness of the various recruitment and selection techniques
S/W Internal sourcing External sourcing
Strengths  This method is one of the
cheapest way to recruit
employees
 The employee who is
about to promote will
already be aware of the
college operations
 The management who are
going to promote the
 Introduction of the new
ideas and knowledge of the
candidates.
 The college management
will be able to select the
best candidate from
different kinds of
candidates.
 Experience of group is
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candidate will be aware of
the strengths and weakness
of that employee.
relatively more than and of
broad scope.
Weaknesses  Many capable applicants
do not get the job through
this method.
 This procedure takes longer
time when compared to the
internal sourcing.
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e) critical evaluation of the strength and weaknesses of the different methods
If the management of Woodhill college will adapt the internal and external recruitment
process, then the organization will be required to face both the pros and cons. If the management
adapts the internal source of recruitment then the cost of the company will get saved.
Additionally, the management also will not be requiring to advertise for the vacant job or
position. Besides this, there wont be any need for the employees to take interviews as the
organization is already aware of the strength and weakness. The college management will have
proper idea and knowledge about the knowledge level of the candidate. on the other hand, it can
be able to essentially evaluate and conceptualization of recruiting workers can turn out to be non-
productive as when a individual will get encouraged, a number of workers who would get de
motivated also. It will vantage to charge negativism at the work (Hoobler and Johnson, 2014).
In context to above, the external sourcing of the employees will result into getting the
most appropriate employee among the several candidates. The stated institution will be able to
recruit the most suitable candidate for the successful running of the cited institute. It will assist
the organisation to lower down the staff turnover issues which is being faced by this company.
TASK 2
A) Job commercial announcement
Woodhill College
c/c atterbury road and de villebois mareuil, Trumpeter's Loop, Pretoria, 0076, South Africa
Faculty required for the commerce department
Post: Lecturer
Qualifications: Masters in business administration and equivalent degree.
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Experience: The candidate must carry at least 5 years of experience in the recognised field.
Shortlisted candidates will be called for the further selection process
The candidate can apply by post and Email
Required documents: 2 passport size photos and resume by 2nd February 2017
c/c atterbury road and de villebois mareuil, Trumpeter’s Loop, Pretoria, 0076, London
b) appropriate announcement
In order to advertise the faculty requirement, the management of cited organization can
adapt the newspaper, magazines and the consideration of social media. By considering
newspaper and magazines, the local people will get attracted towards the classified job
advertisement. Besides this, use of social media will assist the organization to lower down the
cost of promotion. This process might be expensive or require human resource have to control
over the process(Recruitment: Internal v/s External Recruitment. 2015).
c) Job description and person specification
Title: Lecturer
Department: Faculty for Commerce
Report to: HOD (Head of Department)
Purpose of the job – conduct training and direction inside the business area concern.
Duties and tasks:
 Provide training to students at scholar level in the field of business concern as owed by
Head of Department.
 Piece of employment essentially being checked by the Head of Department
 Assistance to the student for the proper guidance and supervision.
PERSON SPECIFICATION
Knowledge
A candidate must have excellent subject knowledge and have good experience of
teaching.
Skills
 Strong communication skills
 Have high worth of investigate in the commerce pitch
 Good management of time and able to work within set deadlines
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Qualifications
Ph. D with specialized administration with the selected field
d) Function of specific HRM Principles
The stated college is facing the problem of high staff turnover after the college
expansion. For the proper resolution of the problems and issues, the human resource practices are
being implemented. The current issue in Woodhill College is the newly recruited Human
Resource director announced new techniques of recruitments and selection proceduce.(Kerr, and
Rifkin, 2013).
TASK 3
a) Differentiation among Training & Development
Training is comprised set of knowledge and skills or expected performance and
behaviour. Aim is to improve current job performance of individual by changing skills and
behaviour.
Development seeks to bring out some sort of maturity along with improved performance
in a role. It tries to raise the possibility of in workers and provide training for the better
performance (Graves, Sarkis and Zhu, 2013).
TRAINING :
 It is usually a temporary procedure.
 Focus on a particular job or task
 Provides a sequence of steps by an instructor to increase skills or knowledge.
 Generally related to team member performance.
DEVELOPMENT :
 More long term in nature
 Aims at developing interaction, between for enhancing leadership activities
 Non-tangible and general training.
ASSESSMENT OF TRAINING & DEVELOPMENT
Evaluation Training Development
Meaning Study about particular skill or
behaviour.
Providing knowledge to an
employee for their overall
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growth.
Focus Present job Future role
Term Short-term Long-term
Purpose Improves employee's work
performance and capabilities
Help in preparing individuals
for future challenges.
Aim Specific job or role related General & conceptual
knowledge
b) Comment how change in customer preferences have affected training procedure in Tesco?
The aim behind training in Tesco is to provide remarkable services to consumers and bring
performance in expertise manner in both external and internal environment. For the growth
of any organisation it is important to attract customers which can be done by providing
good customer care and professional activities. Customers are the most important entity for
Tesco as their expectations can change the business strategies of the organisation.
Customers confidence can be boosted up and they can be made happy by taking care of
their likes and dislikes, providing healthy & secure atmosphere and timely services. Staff
needs to be trained to fulfill these demands so that company’s goals are achieved. Training
and development are required not only to satisfy consumer expectations but also for
business expansions (Khan, R. A. G., Khan, F. A. and Khan, 2011).
For Tesco's continuing growth, effective and well-organized training and development of
employee is an important part of growth. All clients of Tesco require being positive and blissful,
and this can be accomplished by depending upon faithful workers. Its basic approach for
business growth depends upon skilled employees (Graves, Sarkis and Zhu, 2013).
c) Training methods used by Tesco
Tesco had great move towards training and development of employees. It can provide
better development skills and performance abilities. Tesco provide on-the-job and off-the-job
training to get better performance and for company enlargement (Khan, R. A. G., Khan, F. A.
and Khan, 2011).
On-the-job Training : It includes following methods -
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 training
It is one-to-one training. Training helps in identify fragile areas and focus on them.
 Mentoring
It is used for managerial employees. The focus is on development of attitude.
 Job-rotation
In this process, personnel’s trained by the different kind of jobs..
 Job-Instructional Training
It is a step by step process in which coach conduct apprentice with summary of work.
 following
Employee is guided by an experienced person who is already in job.
 Apprenticeship
 Understudy
Off-the-job Training: It includes following methods -
 Lectures & conference
 Vestibule Training
 Simulation Exercise
Four basic simulation exercises are :
 I) Management games
 ii) Case Study
 iii) Role playing
 iv) In-basket Training
 Sensitivity Training
 Transactional Analysis
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