HRM Report: Workforce Planning, Recruitment and Training Strategies

This report delves into the operational capabilities of Human Resource Management (HRM), focusing on employee training and development strategies. It examines the evolving role of HRM in providing a corporate and strategic dimension to various organizational setups, using case studies of Woodhill College, Tesco, and ITV. The report is structured into four tasks and three parts, analyzing the strengths and weaknesses of HRM approaches. Part 1 focuses on workforce planning and resourcing at Woodhill College, exploring recruitment and selection methods, and the role of HR managers. Part 2 examines training and development practices at Tesco, including training methods and their impact on business expansion. Part 3 investigates employee relations and HRM decisions at ITV, highlighting the influence of employment legislation and employee relations management. The conclusion summarizes the key findings and insights gained from the analysis.

Title: HUMAN RESOURCE MANAGEMENT
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Table of Contents
Introduction:...............................................................................................................................3
Part-1:.........................................................................................................................................3
Task-1:........................................................................................................................................3
a) Purposes of workforce planning and the role of HR managers in respect to workforce
planning and resourcing for Woodhill College:.........................................................................3
b) Strengths and weaknesses of different approaches to recruitment and selection:.................4
c) Functions of the HRM providing appropriate skills to satisfy the business objectives:........5
d) Strengths and weaknesses of the different approaches to recruitment and selection:...........6
e) Strengths and weaknesses of different approaches to recruitment and selection supported
by examples:...............................................................................................................................7
Task-2:........................................................................................................................................8
a) Job advertisement for the role:...............................................................................................8
b) Identifying suitable platforms in relation to the advertisement:............................................9
c) Job specification and person specification for the role:.........................................................9
d) Rationale for the application of specific HRM practices in relation to the case problem:. .12
Part-2:.......................................................................................................................................12
Task-3:......................................................................................................................................12
a) Difference between training and development:...................................................................12
b) Changes effecting the customer expectations in Tesco and its need to train their staffs:....12
c) Methods of training carried out by Tesco:...........................................................................13
d) Describing and identifying the training needs:....................................................................13
e) Benefits of Tesco and of the employees in providing a structured training programme:....14
f) Indicating the extent to which the training has achieved a Return on Investment:..............14
g) Types of approaches adopted by Tesco to aid their business expansion flexibly:..............14
Part-3:.......................................................................................................................................15
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Task-4:......................................................................................................................................15
a) Importance of ITV to maintain good employee relation that influences HR decisions as a
result:........................................................................................................................................15
b) Key elements supported by examples in the employment legislation that influences ITV’s
HR decisions:...........................................................................................................................15
c) Key aspects of employee relations management and employment legislation affecting
HRM decision-making in ITV:................................................................................................16
d) Employee relations and application of HRM practices that influence in ITV’s decision-
making:.....................................................................................................................................16
Conclusion:..............................................................................................................................17
References:...............................................................................................................................18
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Introduction:
The primal aim of this topic is to investigate at the operational abilities of Human Resource
Management (HRM) in respect to their employee training and development strategies. The
paper investigates the changing and developing role of HRM in giving a corporate and
strategic dimension to the different organisational set up as discussed in the case studies. By
making utilization of the writing, the paper is divided into four tasks and three parts that
discussed various strengths and weaknesses of the Human Resource Management approaches
applicable for Tesco, role performed by the HR managers at Woodhill College and HRM
techniques at ITV.
Part-1:
Task-1:
a) Purposes of workforce planning and the role of HR managers in respect to workforce
planning and resourcing for Woodhill College:
The first task gives introspection about the Woodhill College that have its expansion over the
past few years but they are facing a staff turnover rate at an alarming level. To mitigate the
problem, the newly appointed HR manager adopted certain workforce planning and resource
techniques. As per their workforce plan, the college strict themselves to follow one particular
mode of selection process, which is called as the human resourcing as well.
Despite the college, making its efforts their future envisions looked ambiguous. Anyway,
with the new HR professional the selection would follow submission of CV and cover letter
by the interested candidate that would be shortlisted by the HR manager. Next, they have to
answer some formal questions in front of the interview panel and winding up with a
10mintues power point presentation. Based on the ranks from a grading system of A (being
the highest) to C (being the lowest) the candidates are judged and finalised. Preferably, the
A-rated candidates would make it through the selection criteria. However, the hindrance was
no concrete planning to train them was listed.
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Internal Strengths:ation is probably not going to be incredibly "upset" by somebody who is accustomed to working with others as a team. Interio
External Strengths:
ment makes it conceivable to draw upon a more extensive scope of ability. It also gives the chance to convey new understandi
b) Strengths and weaknesses of different approaches to recruitment and selection:
According to Armstrong and Taylor (2014) certain strengths are adopted in terms of the
external and internal implication regarding the recruitment and selection process. Enlisting
people to fill specific posts inside a business should be possible either by internal enrolment,
or remotely by selecting individuals from outside.
Figure 1: Strengths of the different approaches to recruitment and selection
(Source: Created by Author)
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Internal Weaknesses
External Weaknesses
ve adequate training. An insider might be less inclined to make the fundamental reactions required to get the organization wo
are that it is all the more exorbitant and the organization may wind up with somebody who ends up being less compelling by,
Figure 1: Weakness of the different approaches to recruitment and selection
(Source: Created by Author)
c) Functions of the HRM providing appropriate skills to satisfy the business objectives:
According to Bach and Edwards (2013) human asset office program of every association is
special and the faculty exercises somewhat similar techniques to demonstrate the competency
level of an individual. Some of the functional criteria go like,
Employments Analysis- For a worker to perform palatably, his or her aptitudes, capacities
and thought processes to play out the employment must match the occupation necessities.
Work plan in numerous associations’ aptitude takes after that of logical administration.
Hierarchical research demonstrates that representatives are requesting even more fulfilling
and compensating fill in as well as showing that their contribution in basic leadership can
improve as opposed to disable authoritative viability.
Enrolment and determination- To an extraordinary degree, hierarchical adequacy relies on
upon the viability of its workers. Without a top-notch work compel, an association is bound
to unremarkable execution. Hence, the enrolment of human asset is a critical staff work.
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Enrolling and selecting a quality work drive includes an assortment of staff exercises,
including examination at the work showcase, long haul arranging, meeting, and testing.
Examination, Training and Developments-
Authoritative development is firmly identified with the improvement of its HR. At the point
when representatives neglect to develop and create in their work, stagnant associations no
doubt will come about. A solid worker improvement program does not ensure authoritative
achievement, but rather such a program is by and large found in fruitful, growing
associations. One critical advancement capacity is the examination of worker execution.
Pay and Health- Methods for assessing the money related worth of occupations and different
issues relates to the imperative piece of pay is currently averaging 40% of aggregate pay.
Workers are attempting to control profit costs without truly influencing the general pay
program. The sorts of advantage that workers may offer and the contemplations that ought to
be given to arranging an aggregate advantage bundle are of different sorts, these advantages
can be financial, and non-money related.
Worker Relation- Since union interest in work force basic leadership may have awesome
effect on the financial state of the firm. Numerous work force issues are expensive and hinder
on the organisational efficiency rate. The most effective method to lead work strategies is on
how to reinforce the faculty programs.
d) Strengths and weaknesses of the different approaches to recruitment and selection:
Belcourt et al. (2010) opined that human enrolment is a major strategy for association's
general human asset administration and arranging process. Human asset administration forms
like occupation outline, execution examination and administration, vocation arranging,
advancement and exchanges with their enlistment.
In the association with internal recruitment and selection can offer the opportunity to
change the occupation position. As Bohlander and Snell (2010) states the present perpetual
workers, exhibit here and now representatives, resigned representatives, and debilitated
present representatives are primary hotspot for inner enlistment. Their present representatives
for inform their procedures quickly in order to reduce the costs spending plan. A technique to
advance your representatives raises their spirit support and work effectively. Support from
HR Processes is to achieve the internal force.
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Weakness of it: Inner enrolment does not bring any new abilities, it lessen expansive
conceivable outcomes of creative thoughts.
External recruitment and selection brings fresh faces and ideas to the association that is of
wide advantages. Outer competitor originates from outside the business, so that they do not
have a biased lookout to become the top pick at the hierarchical level.
Weakness of it: Outer enlistment may bring about issue among the current representatives.
They may get a handle on left or not given the open door. Indeed, even inside representatives
at times they feel that outer administrator or group pioneer make weight on them and reason
for that they endure in stress and mental issues. Reason for that it makes issue for
administrations and representatives both as viewed by Bratton (2012).
e) Strengths and weaknesses of different approaches to recruitment and selection
supported by examples:
Tesco advanced a workforce arranging where organized estimating of staff requests had been
executed. Along these lines, the HRM activities were responsible for enlistment to fill new
people for different work positions. As portrayed by Bratton and Gold (2012) the process
ensure a coordinated effort of the two procedures, where one is attempted to pull in and
attract potential jobseekers in associations, the other contains prescient techniques on the
appropriateness of candidates with the arrangement of occupation prerequisites drawn based
from organization gauges.
Torrington (2011) talked that the enlistment and choice procedures every required for
substantial pool of candidates, legitimately assessed for specialized and social bent through
particular scales in basic aptitudes, practices, or demeanour. Moreover, numerous screening
methodologies ought to be rendered, creating duty in both scouts and candidates with the
association of senior administration areas to elevate better appraisal subtle elements to the
procedure.
Weakness-
The fact that Tesco may have posted their requirement for faculty in their sites, adequate
endeavours should be performed to advertise their picture and ideas in front of the general
society, through their planned online set up. It appeared Tesco had not possessed the capacity
to do this, as it just said the move to post online occupation opportunities. Considerably, with
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less nature on the presence of Tesco, candidates are not urged to apply as they do not know
how and what the foundation works on particular scales. In more ways, it turns into a
shortcoming, as Tesco does not enhance itself in such zone, particularly as not all are
constrained to check their assigned site to check their enrolment status.
Task-2:
a) Job advertisement for the role:
Figure 2: Job advertisement for the role in an education sector
(Source: Created by Author)
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Job Invitation for the post of Professor (Subject: Medieval History)
Applications and designations are welcomed for a full-time, residency track aide
residency to start in the fall of 2004.
Job Duties and Responsibilities:
Showing duties incorporate three early on courses and three propelled level classes.
Inclination will be given to hopefuls with claim to fame in western European
history.
Educational Background: Ph.D. and a constant academic record since school are
favoured.
Name of the Institution: Woodhill College, a private undergraduate aesthetic
college, has pulled in national consideration for its unmistakable scholarly schedule
under which staffs educate and understudies take one course at once in month-long
terms. The College is focused on fabulousness in instructing and energizes
interdisciplinary interests among its workforce.
Send letter, educational programs vitae, and three letters of reference to: Ms. Aril
Opatz, Office of Academic Affairs, Woodhill College, 400 First Street West, Mount
Vernon, IA 53218-1096. Formal thought of uses starts November 19, 2017.

b) Identifying suitable platforms in relation to the advertisement:
According to Campbell et al. (2010), the current trend is taking hands of the technological
thrust in educating students residing overseas and locally. This is possible through the online
education courses and training programmes as a part of the E-Learning Management System.
The way toward offering a crossbreed classes are prioritised. These frameworks are generally
managed by the organization that empowers the conveyance of exercises to understudies
both. All through conventional classrooms and contain graduate eBook capacities. Course
Management Systems (CMS) are not restricted to, Blackboard, Moodle, and Desire2Learn.
Croucher (2010) stated that a few teachers have moved substance into an open space,
permitting it to be utilized by anybody. This may make it less demanding for understudies to
utilize, and it is, obviously, accessible to the general population. Workforce may find that
there are preferences to include the distributing necessities of awards that bolster course
improvement, and meeting administration prerequisites of their employments. In this space,
experienced online teachers examine how to do it.
c) Job specification and person specification for the role:
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Job Title: Senior Lecturer
Course: Medieval History
Reports to: Head of the Department of History
Objective: To carry out proper teaching potential within the classroom services, both online and
offline and deliver necessary research approach towards the Department on the subject matter.
Job Specification:
1. Teach undergraduate and graduate level students in areas allocated by the Head of Department.
2. Carry out research and produce publications, or other research outputs, in line with personal
objectives agreed in the Staff review process.
3. Obtain research-funding support.
4. Engage with the broader scholarly and professional communities.
5. Supervise undergraduate, Masters or research graduate MPhil/PhD students.
6. Contribute to the development, planning and implementation of a high quality curriculum.
7. Assist in the development of learning materials, preparing schemes of work and maintaining
records to monitor student progress, achievement and attendance.
Person Specification:
Knowledge: Strong subject knowledge combined with a broader background enabling contributions
to teaching programmes.
Skills: Essential interpersonal, oral and written communication skills are needed. This added with
proven record of ability to conduct high quality research, which is reflected in the authorship of
high quality publications, or other research outputs, in the areas of computer science.

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Person Specification:
Knowledge:
Strong subject knowledge combined with a broader background enabling contributions to teaching
programmes.
Skills:
Essential interpersonal, oral and written communication skills are needed. This proven with ability
to conduct high quality research reflected in previously curated high quality research outputs.
Desirable will be to manage the time schedule and strict deadlines. Deliver proper evidence in
regards to the ability to teach and supervise academic work by undergraduates, masters and doctoral
students.
Aptitude:
To have the ability to work in a collaborative manner as a unit.
Qualifications:
PhD is essential followed by a membership of an organisation in a relevant field.
Experience:
Research work followed by proper evaluation of student papers and contribution in the maintenance
of curriculum design.
Personal Qualities:
There are certain qualities that includes of their commitment to academic research, quality teaching
and fostering a positive learning environment for students. They are equally committed towards the
UCL policy of equal opportunity and the ability to work harmoniously with colleagues and students
irrespective of their cultural backgrounds.