Comprehensive HRM Report: Workforce Planning and Employee Relations

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on workforce planning, recruitment and selection, training and development, and employee relations within the context of Woodhill College and Tesco. The report begins with an explanation of workforce planning and the role of an HR manager, followed by an evaluation of different recruitment and selection approaches, including their strengths and weaknesses. It then delves into job advertisements, job and person specifications, and the platforms used for advertising. The report further explores the differences between training and development, the impact of changing customer expectations, and the various training methods employed by Tesco. It also examines how training needs are identified, the benefits of training programs, and the return on investment from such programs. Finally, the report addresses employee relations, including key elements of employment legislation, aspects of employee relationship management, and the importance of maintaining good employee relations, particularly for ITV. The report concludes with a critical evaluation of HRM practices and their application within these organizations.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
a. Explaining the purpose of workforce planning and role of HR manger of Woodhill College
in relation to such aspect..............................................................................................................4
b. Strengths and weaknesses of the different approaches to recruitment and selection..............4
c. Assessing the manner in which HRM provides business unit with talented and skilled
human resource inventory............................................................................................................5
d) Strengths and weaknesses of different approaches to recruitment and selection....................6
e) Critical evaluation of different approaches.............................................................................6
TASK 2............................................................................................................................................7
a) Job advertisement....................................................................................................................7
b) Platforms for placing advertisement........................................................................................8
c) Job specification and person specification..............................................................................8
TASK 3..........................................................................................................................................10
a. Explaining the difference between training and development...............................................10
b. Assessing the ways in changes take place in customer expectation affect Tesco and its staff
...................................................................................................................................................11
c. Listing the methods of training undertaken by Tesco............................................................11
d. Describing the manner in which training needs are identified..............................................12
e. Evaluating the benefits of training programme for Tesco and its employees........................12
f. Indicating the extent to which training session has offered return on investment................13
g. Types of approaches to flexibility that can be employed by Tesco.......................................13
TASK 4..........................................................................................................................................14
a) Importance for ITV to maintain good employee relations....................................................14

b) key elements in the employment legislation.........................................................................14
c) Key aspects of employee relationship management..............................................................15
d) Evaluation of employee relations and application of HRM practices...................................16
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................18

INTRODUCTION
Human resource management is the process which lays high level of emphasis on the
development of plan for enhancing employee performance and motivation. Moreover, employees
are the main assets of an organization who play a vital role in the fulfilling the aims and
objectives. Hence, in each product as well as service based industry personnel makes vital
contribution in the growth and development of an organization. In this, HR department makes
high level of efforts for maximizing employee motivation and engagement. The present report is
based on different case situation which will develop understanding about HR practices and its
implications. Report will shed light on the training methods which are used by Tesco for
enhancing employee performance. Further, it also depicts the manner in which company can
attain success by maintaining high level of employment relations. Besides this, assignment will
also provide information about the laws and legislation which HR manager needs to consider
while developing framework.
TASK 1
a. Explaining the purpose of workforce planning and role of HR manger of Woodhill College in
relation to such aspect
Workforce planning is the process which is undertaken by the business unit to maintain
the team of highly skilled and efficient personnel. Given case situation entails that HR manager
of business organization is facing issue in relation to high employee turnover. In this, HR
personnel of the firm play a vital role in enhancing the motivational aspect of existing workforce.
Further, HR manager identifies the need of personnel and thereby undertakes recruitment and
section activity for fulfilling such aspect (Bratton and Gold, 2012). In this, HR manager ensures
effectual management of human resource inventory and thereby contributes in the organizational
growth as well as success.
b. Strengths and weaknesses of the different approaches to recruitment and selection
Internal and external sources can be used by Woodhill College to recruit and select highly
talented personnel. Cited case situation presents that now college institution only makes focus on

placing advertisements with the aim to attract highly skilled and talented personnel. Strength and
weaknesses of recruitment and selection approach is enumerated below:
Present employees: In this, through the means of transfer and promotion vacant position can be
filled out by business unit more effectually.
Strength: It is highly effectual source which in turn helps company in fulfilling the position.
Hence, by placing highly skilled employee on other job Woodhill college can ensure smooth
functioning of the business activities.
Weaknesses: In the case of promotion, firm is required to organize training session which in turn
imposes cost in front of it.
Educational and professional institutions: Woodhill college can appoint candidates by
approaching to the top educational and professional institutes.
Strengths: College institution can appoint personnel of top other educational institution for
offering better learning services to the students (Boxall and Purcell, 2011). Moreover, large and
popular institution has highly talented personnel who have ability to teach the concepts in the
best possible way.
Weaknesses: When business recruits staff from other institution then it places negative impact
on the motivational aspect of Woodhill college students.
c. Assessing the manner in which HRM provides business unit with talented and skilled human
resource inventory
Function of HRM includes following aspects:
 Recruitment and section
 Preparation of job description and specification
 Organizing training and development
 Employee motivation program
 Conflict resolution and team building
HR manager of Woodhill college plays a vital role in recruiting highly skilled personnel on
the basis of job description and specification prepared. Further, HR also organizes training

session for personnel with the motive to enhance their competency level. Moreover, skilled
personnel are the main requirements for carry out business activities more effectively and
efficiently (Bloom and Van Reenen, 2011). Along with this, HR manager of the firm also play a
vital role in resolving the queries of personnel. Moreover, conflicts are usual when personnel
work in team. In this, by providing personnel with highly effectual solution HR manager evolves
satisfaction among them. HR manager also encourages staff of college to work as a team. By
this, business unit can attain organization can attain organizational goals and objectives. Along
with, motivational sessions are also conducted by HR manager which in turn energizes
employees to a great extent.
d) Strengths and weaknesses of different approaches to recruitment and selection
It can be stated that strengths and weaknesses of different approaches to recruitment and
selection i.e. internal and external helps in selecting right candidates for the right job. However,
main strength of internal approach within Woodhill College is that it assists in executing fast
process and selects skilled employees within stipulated time frame. On the other hand, weakness
of such approach so that recruiting internal employees assists in declining the capabilities of firm
(Klingner, Nalbandian and Llorens, 2015). While, main strength of external recruitment and
selection approach is that it helps in hiring fresh and skilled workers. On the other hand,
weakness is that it requires more time and cost to select candidates from pool of applicants.
e) Critical evaluation of different approaches
The strength and weaknesses of different approaches to recruitment and selection have
been discussed in above. It can be inferred that external approach helps in selecting right
candidates for respective position only when background check is provided. On the contrary,
internal approach is less risk oriented. Since, individuals are recruited from the company itself, it
becomes easier for them to trust the capabilities and competencies without concerning much
about failure of investment (Stone,Deadrickand Johnson, 2015). However, external recruitment
approach helps in selecting individuals from a broad category that helps in building innovation
and transforming creativity during strategic planning and management of the company. But it is
clearly depicted that external approach involves high amount of investment in the form of money
and time which may not be feasible for the organisation. Hence, Woodhill College should accept

internal approach of recruitment and selection when hiring candidates for higher and more
responsible positions. The use of external approach must be applied only when effective human
resource management team has been dedicated for the purpose.
TASK 2
a) Job advertisement
VACANCY!
WOODHILL COLLEGE
Position: Senior Mathematics professor
Educational Qualification: Post graduate and Ph.D. in mathematics from UK.
Job Description: Woodhill College is inviting applications from across the nation for the
position of Senior mathematics professor. The person will be in-charge of entire mathematics
branch and also has to guide students in different projects and researches.
Skills required: Excellent communication skills with deep knowledge about the subject. Time
management with work pressure management skill is also required.
Salary: £92,000 per annum.
Work Experience: At-least 5 years of experience in teaching students in a college. The person
should also have a proclivity towards co-curricular activities.
Interview venue: Woodhill College, UK between 9 am to 2 pm on weekdays.
For further details please contact the on the email id: [e-mail]
The above job advertisement has been designed for Woodhill College by the HR
manager. This is the first stage in communicating vacancy in an organisation to the individuals or
aspiring candidates. The recruitment and selection process is further initiated by developing
accurate approach.

b) Platforms for placing advertisement
Advertisements are a medium through which companies or institutions deliver the
information about current vacancies. It is the most important step in recruitment and selection
procedure of an organisation. There are various platforms which can be used for delivering such
information (Different Advertising Platforms, 2017). Some of these include online job portals,
social media communities, magazines, pamphlets, etc. In the current scenario, Woodhill College
doesn’t have any specific human resource management practise. The job advertisements are
posted on one single platform. When all the aforementioned mediums are used then, chances of
getting more deserving candidates increase.
Another medium for placing advertisement is using outsourcing agencies. Placement
companies or agencies have vast database that has information about different customers and
their requirements (Jackson, Schuler and Jiang, 2014). If Woodhill College takes support of such
outsourcing companies then, institution doesn’t require much resource for conducting
recruitment and selection. Hence, it is important for organisations to develop platforms and
mediums through which effective delivery of information is guaranteed to prospective candidates
(Wilton, 2016).
c) Job specification and person specification
The job specification and person specification for the position of Senior Mathematics
professor of Woodhill College is given below:
Job Specification
Job Position: Senior mathematics professor
Reports to: Principle
Purpose: The candidate has to conduct appropriate research for delivering educative information
and learning techniques to students of college.
Duties andResponsibilities:
 To teach graduate and undergraduate students in the institution respective subjects and
related syllabus.
 To look after day to day activities in the department without delay.
 To contribute in development and progress of the college with continuous efforts and

valuable researches.
 The prospective candidate has to prepare schemes and outlines for conducting lectures
and seminars regarding the subject.
 Team building skills and projects must be initiated by the candidate to add positivity to
the working environment.
Person Specification
Knowledge: Strong and deep rooted knowledge regarding the subject is essential so that high
amount of contribution can be experienced by the department.
Skills: Most essential skills that are required in the individual are effective communication of all
types that is formal, informal, verbal and non-verbal. In addition to this, technical capabilities
like computer operations, record maintenance, time management and ability to supervise
academic work.
Educational Qualifications: Post graduates and PhD holders.
Work Experience: Minimum 5 years of experience is required. Additionally, experience in
handling students, engagement with scholarly communities is also essential.
Personal Qualities:
The candidate must portray dedication and commitment towards work and institution during
their working cycle in the organisation. He/she has to meet minimum working standards so that
professional development is not hindered. Coordination and positive attitude is a must for
maintaining internal harmony. Hence, delegation with colleagues should be effective.
Rationale for application of specific HRM practices (M5)
Human resource management practises are essential because they help in developing and
utilising skills of employees in an effective way. Woodhill College has seen growth and
development of the institution in the past few years due to implementation of HRM in its
functioning structure. The purpose behind application of such practises is managing different
attributes of employee that is recruitment and selection, training and development, performance
appraisals, incentive management, compensations, discipline, etc. (Fee, 2014). All these

components together build up motivation and positive working atmosphere in the organisation.
Furthermore, HRM helps the firm to develop effective employee relations that help in managing
future disputes and conflicting cases without many complications. Since, a diverse group is
involved in the functioning of a college, there are chances that negative politics and unethical
corporate culture is instigated. Once, HRM is applied to governing structure of the company, it
becomes easier to find and eliminate elements that can are responsible in creating such
environment (Storey, 2014).
TASK 3
a. Explaining the difference between training and development
There is a significant difference take place in the training and development in the following way:
Basis of difference Training Development
Meaning Training may be defined as a
learning process which offers
opportunity to personnel to
enhance their competency
and proficiency level. By
this, workforce can perform
their job in the best possible
way.
It may be served as a
educational process that is
highly associated with the
overall growth of personnel.
Term It is a short term process
which is highly concerned
with the present growth.
Unlike training, development
is long term process which
focuses on career growth and
advancement.
Objective Main objectives of Tesco
behind conducting training
session are to make
improvement in the
performance level of
employees (CHUANG and
Aim of development is to
prepare workforce for
meeting the future challenges
more effectively and
efficiently.

Liao, 2010).
b. Assessing the ways in changes take place in customer expectation affect Tesco and its staff
In the present era, customers need, wants and expectations are getting changed with the
very high pace. Now, stiff competition takes place in the retail sector due to the availability of
large number of sellers. Hence, with the aim to build and sustain competitive edge over others
company makes focus on offering high quality services to the customers which make them
happy. In this, Tesco requires workforce who have ability to offer suitable product and services
to the customers. Thus, by conducting training session business unit can enhance skills of their
personnel in relation to understanding the need and wants of customers (Dessler, 2016). Hence,
by considering all the above mentioned aspects it can be said that changing customer expectation
highly influences Tesco and training need of staff.
c. Listing the methods of training undertaken by Tesco
Training methods which are carried out by Tesco are enumerated below:
On the job training methods
 Job rotation: Business unit undertakes job rotation technique with the aim to provide
deeper insight to personnel about various activities. In accordance with such aspect,
Tesco rotates personnel on various jobs which in turn develop their competency level
about varied fields or area.
 Coaching: Firm also organizes coaching for employees which in turn enables them to
transfer or apply theoretical knowledge into practice (Gruman and Saks, 2011). For
instance: In coaching Tesco provides deeper insight to the personnel about the way in
which they need to communicate with customers and resolve their queries.
 Mentoring: Tesco offers training to personnel through the means of Mentorship method.
On the basis of this aspect, trainees work under experienced personnel who guide them
about working activities or aspects.

d. Describing the manner in which training needs are identified
Tesco undertakes four stages to assess training and development needs of personnel are as
follows:
 Identifying key job holders: In the first stage, Tesco make assessment of key job holders
who need training session to perform activities in the best possible way.
 Conducting competency profile: Once, key job holders have been assessed thereafter
business unit develops profile in relation to the skills which individual require for carry
out functions.
 Competency gap: At this stage, HR manager makes comparison of the actual competency
level of personnel with the profile (Guest, 2011). By this, gap can easily be assessed
which takes place in the skills and performance aspect of personnel.
 Industry best practices: In the last stage, HR manager develops training program in
accordance with the need identified. Hence, HR personnel prepares plan by considering
the learning preferences or preferred mode of personnel. This in turn helps them in
enhancing competency level of workforce significantly.
e. Evaluating the benefits of training programme for Tesco and its employees
Training programme or session offers high level of benefits to both Tesco and employees
in the following way:
Business organization: By conducting training session Tesco can raise the potential
level of personnel to a great extent. In this way, by satisfying the expectation level of customers
company can maximize productivity and profitability. Along with this, training session also
enables company to enhance customer satisfaction and loyalty by delivering high quality services
(Guchait and Cho, 2010). However, it is to be critically evaluated that business unit has to invest
high money for conducting training session which in turn affects liquidity aspect of firm.
Employees: Structured training session enables workforce to perform their activities and
functions without facing any kind of difficulties (Burr and Pearne, 2013). This in turn raises
employee satisfaction and motivation to the significant level. Besides this, now customers want
to stay in the organization for long term which offers opportunities to them in relation future or