Wood Hill College: HRM Practices, Recruitment, and Employee Relations

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within organizations. It is structured into three key sections: recruitment and selection, employee performance and development, and factors influencing HR decision-making. The first section explores workforce planning, the role of HR managers, and the strengths and weaknesses of internal and external recruitment approaches, using Wood Hill College as a case study. The second part examines employee training and development, focusing on Tesco's practices, including training needs identification, training methods, and the evaluation of training effectiveness. The third section analyzes the importance of maintaining good employee relations at ITV, the influence of employment legislation on HR decision-making, and a critical evaluation of HRM practices in the context of employee relations and legal compliance. The report concludes by summarizing the key findings and their implications for effective HRM.

Human Resource Management
1

Table of Contents
Introduction......................................................................................................................................5
Part 1: Recruitment and selection....................................................................................................6
Task 1...............................................................................................................................................6
P1 Explain the purpose of workforce planning and the role of the HR manager with regards
workforce planning and resourcing for wood hill College..........................................................6
P2 Explain the strength and weakness of different approaches to recruitment and selection.....7
M1 Assess how the functions of the HRM can provide talent and skills appropriate to fulfil the
business objectives.......................................................................................................................8
M2 Evaluate the strength and weakness of the different approaches to recruitment and
selection.......................................................................................................................................9
D1 critically evaluate the strength and weakness of different approaches to recruitment and
selection, supported by specific examples.................................................................................10
Task 2.............................................................................................................................................11
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples....................................................................................................................................11
a). Write a job advertisement for the role..................................................................................11
b). Identify suitable platforms to place the advertisement.........................................................12
c). Prepare a job description and person specification for the role............................................13
M5 Provide a rationale for the selection of your chosen platform considering the impact
technology (e.g. online resources, digital platforms and social networking) will have on
improving the recruitment and selection process......................................................................14
2

Part 2: Employee performance, development and reward.............................................................15
Task 3.............................................................................................................................................15
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee.............................................................................................................15
a. Explain the difference between training and development....................................................15
b. Describe how training needs are identified and the methods of training used by Tesco.......16
c. Explain the benefits for Tesco and the employees in having a systematic approach to
training and development..........................................................................................................17
P4...............................................................................................................................................18
d. Evaluate the effectiveness of Tesco’s training and development practice in terms of
delivering a return on investment (considering productivity and profit)...................................18
M3 Explore different methods used by Tesco in terms of developing its employees and
consider the strength and weaknesses of such practices. Provide specific examples................19
D2 Critically evaluates Tesco’s HRM practices with regards to training, development,
flexibility and reward providing specific examples...................................................................20
Part 3: Factors that influence HR decision-making.......................................................................21
Task 4.............................................................................................................................................21
P5 provide an analysis on the importance for ITV to maintain good employee relations and
how it influences their HR decision making as a result.............................................................21
P6 Identify and briefly key elements of employment legislation and how this influences ITV’s
HR decision making. You should make reference to equality, data protection, health and
safety, along with contractual responsibilities...........................................................................22
3

M4 You will have to evaluate the key aspects of employee relations management and
employment legislation that affect HRM decision-making in ITV...........................................23
D3 You will critically evaluate the relations and the application of HRM practices in ITV that
inform and influence decision-making in the organisation.......................................................24
Conclusion.....................................................................................................................................25
References......................................................................................................................................26
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Introduction
This report discusses the role of Human resource management in the organisation. It is divided
into three parts. The first part discusses the practices anAd methods of HRM which includes the
recruitment and selection. It also discusses the workforce planning and different methods
/technique to selection and recruitment. The second part discusses the performance of the
employee and their development. It also discusses the advantages of training and development of
Tesco. It describes the different methods of training related to Tesco. The third part discusses the
relationship of employment. It also emphasis on the importance of ITV and evaluates the
decision of HR. Different legislations are discussed with their roles and this legislation affect the
decision oh HR manager.
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Part 1: Recruitment and selection
Task 1
P1 Explain the purpose of workforce planning and the role of the HR manager with
regards workforce planning and resourcing for wood hill College.
Human Resource management is the management of human resources. It includes the
management of the people in the group and maintains the relationship between employee and
management. The department of HR is responsible for recruitment training, development and
rewarding. Human resource planning is the procedure that includes the predicting, monitoring
and developing and ensures that there was a right number of people at the right place. It
recognizes the current and future needs of employees and explores the most suitable and
profitable methods to recruit and preserve these individuals.
Role of HR:
 Human Resource established the principles and policies that help to attain the objective
of the wood hill college..
 Wood Hill College involves the process of training of employees and development.
 Planning can be done by the HR of college that helps to select the right people for right
job.
 Wood Hill College provides the recruitment to the employees according to their
qualification.
 The HR manager direct, plan and coordinate the functions in college.
 The manager oversees the interviewing and hiring of new staff for the college.
 The managers consult with their superior members and executives on strategic planning
that helps to maintain their relationship between the management of the college.
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P2 Explain the strength and weakness of different approaches to recruitment and selection
Recruitment is the process of selecting, choosing and employing the suitable applicants for jobs
within the administration. Selection is the process of choosing employee as being the most
suitable for the organisation. There are various techniques of Recruitment and selection. It
includes the internal sourcing, external sourcing.
 Internal sourcing: It is the exercise of advertising a new divested situation within an
industry to present workers.
 External sourcing: It is the process of staffing that conducts an employee applicant
through various tools such as advertisements, newspaper etc.
Strength and weakness of internal sourcing:
Strength Weakness
 It is quicker as it takes less time to
hire the applicants within the college.
 It is a cheaper process as applicants
are selected within the college. It
takes no fees.
 It causes the internal conflict as the job
is provided to the candidates that create
the negative impact on morale.
 It limits the choice of options, as
candidates are selected within the
college that limits the options.
Strength and weakness of external sourcing:
Strength Weakness
 It receives the number of applicants
who have skill and knowledge that
helps to increase the chances of
finding a suitable applicant.
 It finds the qualified candidates as it
is through the advertisement that
helps the company to find the
qualified candidates.
 There will be limited understanding
about the college, as it is external
recruitment so there will be less
planned for understanding in the
environment.
 This process is time-consuming as,
there is number of applicants and
recruiter needs to be careful to select
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the candidates.
M1 Assess how the functions of the HRM can provide talent and skills appropriate to fulfill
the business objectives.
Human resource management provides the ability and structure to fulfil the needs of candidates.
HRM is a body of information and a set of practice that describes the nature of task and regulates
the job association. The various methods such as presentation and interview help to recognize the
various aptitudes of candidates such as skill to make presentations or connect to the public.
Planning is also an important function and it is a technique in which wood hill college safeguards
the correct number of applicants at the right place and right time. It enables the managers to
decline the insecurity in the future and prepare them to cope up with the different changes.
Training helps to improve the present or upcoming candidate performance by increasing the
aptitude of worker to perform through learning. The function of Development also helps the
business to achieve the objectives, as it possesses a staff that will be a competitive benefit over
the competitors in the market place. Recruitment is the core function of HRM which selects the
candidates to fill the needs of employment, recruiting and providing training to the best
candidates (Sani and Maharani , 2015).
8

M2 Evaluate the strength and weakness of the different approaches to recruitment and
selection
There are various, methods to selection and recruitment. Internal sourcing is the procedure of
classifying and inviting job candidates from the college. It has certain pros and cons. The process
is quicker as it takes less time to hire candidates from within the wood hill college. It is a cheaper
process as it hires the candidates within the college that will incur the less cost. It cons is it leads
to the internal conflict as this job is for the internal candidates, which leads to the negative
impact on morale. The internal sourcing limits the options as the manager can choose from the
college this limits the options.
Source: (Ozb, 2017).
External sourcing is the technique of recruitment that conducts a member applicant search
through the diverse tools such as advertisements, newspaper etc. It has certain pros and cons. The
college receives a number of applicants who have skills and knowledge and capability to handle
a job. External sourcing helps to grow the college as the college can select members with high
potential; there are chances of higher growth. It has cons such as it involves the higher risk as
new candidates applied for the job that is the stranger to the college . It considers the higher risk.
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This process involves the high cost as new candidates are appointed, so the college has to pay
according to their skill and ability (Wood and Horwitz, 2015).
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D1 critically evaluate the strength and weakness of different approaches to recruitment
and selection, supported by specific examples.
There are different methods such as internal sourcing and external sourcing. They have their own
different strength and weakness. Internal sourcing is the cheaper process as the employees are
selected within the organization, so it does not involve high cost. The process of internal
sourcing is quick as employees are selected in less time. It has certain weakness such as it leads
to the internal conflict as employees are selected within the organization that will create the
negative impact on morale. External sourcing has certain strength such as there will be a
selection of qualified employees as the applicant is recruited through the advertisement that helps
the company to find a suitable candidate. It identifies the fresh applicant who is capable of
delivering skills and inputs. Weaknesses are such as it has higher risk and it consumes more time
and cost.For eg. In wood hill college, interview method has been used to recruit the candidates.
It helps in the analyzing the personal skills not the technical skills.(Truxillo, et. al., 2015).
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Task 2
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples.
a). Write a job advertisement for the role
Application of HRM practices:
Application of HRM can be determined as practical systems of revealing appeal regarding job
description and job-role analysis. The practices can be integrated and strategic approach to direct
organization to articulate its mission, vision.
Formation of job role relate to Wood Hill College
Job Vacancy
Wood hill College
Required Teachers/ professors/Principle
Experience: 5 years
Wood hill college requires
 Principle
Minimum Qualification(PH.D),P.G
Experienced as principle in reputed institution
 Teacher/ Professor
Minimum Qualification B.com, B.A, B.Sc.
Experienced as a teacher in a reputed institution.
Please attach your C.V along with 2 Photographs by 25 January.
Director Administration: @job.hr_mail_woodhill.org.
Head office: Wood hill College. United Kingdom.
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b). Identify suitable platforms to place the advertisement.
Wood Hill College adopts the following platforms for posting this advertisement:
T.V/advertising: Wood Hill College post the advertisement in T.V, radio, newspaper and other
media so that they can spread to more appropriate applicants.
Recruitment events: These events are those sites that help the college and HR to place the
online advertisement to meet the requirements.
Social broadcasting: An online site such as Facebook aids the college in their selection of
eligible applicants and skilled teachers for their college.
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c). Prepare a job description and person specification for the role.
Person Description – Principle/Teacher
Condition Essential/Desirable How Assessed?
Principle/Teachers
Qualification:
 Degree Level
 Master Degree
Needed
Desirable
Application form
Experience:
 5 years of practice in
the same job role.
 Practice of handling
situation, coaching
ability and writing
and communication.
Needed
Desirable
Application form
Knowledge
 Awareness of dealing
with parents and
teachers.
Desirable Via interview
Skills:
 Outstanding
communication skill.
 Ability to understand
complex facts.
Needed
Needed
Via interview
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M5 Provide a rationale for the selection of your chosen platform considering the impact
technology (e.g. online resources, digital platforms and social networking) will have on
improving the recruitment and selection process.
Social Networking: From the networking sites college and corporations able to recruit eligible
candidates through the system of application. These systems are online consultancies and job
software, blogs that help the HR to achieve and find possible jobseekers competently. If job
advertisement is given then more number of teachers and principals can be appointed by college.
Online Resources: These resources help to make changes to find the suitable candidates and
support to manage the complex situation. It includes the Facebook and LinkedIn to manage the
role of job.
Digital platform: It is the software or hardware of a site. For e.g. Facebook and Quora. These
sites help the college candidates to know about the vacancy and they can be applied easily to that
post.
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Part 2: Employee performance, development and reward
Task 3
P3 Explain the benefits of different HRM practices within an organization for both the
employer and employee.
a. Explain the difference between training and development.
Training Development
 Training is the procedure of
developing or coaching to others, any
information which relates with
specific capabilities.
 The main objective of training is to
improve the performance of work of
employees.
 Development is the process of
Providing the chance for an individual
to increase their aptitudes for overall
growth.
 The main aim of growth is to prepare
the workers for upcoming tasks (Key
Differences, 2015).
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b. Describe how training needs are identified and the methods of training used by Tesco.
Methods of Training: Tesco offers two kinds of training to advance the performance and
business development.
On the job training: It is the process of teaching in which workers learn through observing peers
or executives performing the job and trying to reproduce their behavior. It includes following
methods such as mentoring, coaching etc.
Coaching: In this method the trainee is employed under a administrator who functions as a
coach in training and provides the response.
Job-instructions: In this method, there is step by step teaching in which trainer clarifies the way
of doing the works to the trainee in case of errors.
Off -the job training: It is the process of training, in which employees learn their job roles which
were away from the actual work ground. It includes the following methods such as lectures,
Audio-visual, case studies etc. (Business Jargons, 2018).
Case study method: It deals with the problem by a business that can be solved by the employee.
Lectures: It is suitable when there is a large number of trainees. This method can be helpful in
explaining the doctrines and concepts and face interaction is possible.
Training needs of Tesco are identified after setting the targets in business. The main aim of
Tesco Training program is to place the correct person at the right job at right time. To achieve
the goal, it is necessary to identify the activities and perform those activities; employees require
the skill and competence. The employees must have the wide range of knowledge and skills are
more flexible and productive that helps to achieve the business objectives. The process of
training helps workers to carry out their job efficiently which were based on the knowledge and
skills.
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c. Explain the benefits for Tesco and the employees in having a systematic approach to
training and development.
A systematic method to training safeguards the people are ready for their work by having the
knowledge, skills and approaches to do their job. This method begins with identifying the needs
of employees work.
Benefits of training and Development:
 Tesco offers the training methods such as Off-training and on training to workers and
also provide the long-term strategy for development that helps to produce the long-lasting
competencies.
 Training and Development help to upsurges their sense of title in the industry.
 These approaches help to improve the level of employee’s motivation.
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P4
d. Evaluate the effectiveness of Tesco’s training and development practice in terms of
delivering a return on investment (considering productivity and profit)
The main focus of teaching is to attain the purposes of corporate in terms of income and
development. To achieve the effectiveness of Tesco training the workers must put into accurate
scenario with the essential ailment to support an arrangement of job performance. The training is
the operative technique to raise the business by providing them better facilities to the people and
to train the group to achieve all the activities of commercial in a better manner. The effectiveness
can be achieved through the training program.
The net profit of Tesco is 3 billion pounds, which is rational. The stores in UK are extended
widely from supermarket style to Tesco Express. On the basis of such development and
improvements, Tesco achieved a profit (Hashim, et. al., 2016).
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M3 Explore different methods used by Tesco in terms of developing its employees and
consider the strength and weaknesses of such practices. Provide specific examples.
The development program of Tesco is based on the shared accountability of employee in which
apprentice is responsible for development. The manager helps the worker according to the needs
of expansion. Workshop is organized for the direction and training of trainee. In order to
safeguard the presentation of the trainee, the performance can be revised regularly. The manager
provides the response to improve the performance of employee (Veloso, et. ,al., 2015).
Strength:
The program of development provided by the Tesco helps to advance the knowledge and skill of
employee. The expansion in the administration produces staffs which are creative, valued and
optimistic for business improvement.
Weakness:
There are some drawbacks in the Tesco development program, such as vast amount is spent to
train the staff to perform well for business growth. It exposed to the problems in macroeconomic.
There is the limit on the development in Tesco superstores due to the regulation in order to evade
high market share.
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D2 Critically evaluates Tesco’s HRM practices with regards to training, development,
flexibility and reward providing specific examples.
Training and Development: The important practice used by Tesco is training and
Development. The company is committed to equip the recruit fresh graduate with skills and
knowledge, so that they can help in developing the business. In order to grow the workforce,
Tesco academy is developed.
Recruitment and Selection: The main aim of Tesco is to recruit the people to accomplish the
business for consumers. Once the applicants are selected, they will undertake placement program
(Breaugh, 2017).
Performance Appraisal System: Tesco is committed to deal with reasonable pay as well as aids
to the workforce. The main goal of Tesco is to ensure that staffs are satisfied and maintained
during the growth process in the company.
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Part 3: Factors that influence HR decision-making
Task 4
P5 provides an analysis on the importance for ITV to maintain good employee relations
and how it influences their HR decision making as a result.
Every employee at the place of has a relationship with the workers, which helps to deliver their
ideas and opinions to each other. An individual cannot work alone in the establishment, he needs
others around him. It is important that workers share a healthy relation with each other at the
place of work. If the relations of employee are good in the organisation, he can perform well and
helps to achieve the goals of the company. With the good relations of employee, the employee
can focus on the task that helps to increase the productivity of organisation. If there is an increase
in the productivity, it leads to better output.
It influences the decision of HR, by the performance. If they perform well in the organization,
they can achieve the goal easily. The HR reviews the performance of each and every then
decides about the training. The HR appraises and reviews the performance of each and every
employee and then takes the decision in the organization (Management study guide, 2018)
23

P6 Identify and briefly key elements of employment legislation and how this influences
ITV’s HR decision making. You should make reference to equality, data protection, health
and safety, along with contractual responsibilities.
Elements of Employment Regulation regarding selection and Recruitment are as follows:
The Equality Act 2010: Equality means to be equal especially in the right and status. There is
legislation named the equality Act 2010 which provides the simpler, consistent and effective
framework for preventing discrimination. It also helps to strengthen the law to progress on
equality. The HR shall not discriminate on the basis of equality in the organisation. He will take
decisions by avoiding the discrimination on the ground of age, race, caste etc.
Data Protection Act 1998: The act defines the material as sensitive data and limitations are
enforced on the managers in relation to the group and use of such data, including the staffing
process. The HR helps to protect the information as confidential, if it is necessary for employees
then he can provide that information to employees (Shields, et., al., 2015).
Health and Safety Act, 1974: This Act provides the safety, Health and welfare of employees at
the workplace. The HR provides the better environment to the employees, so that they can work
easily and achieve the objectives of the company.
Contractual responsibilities: the contract stipulates the rights and duties of the parties. The
work of HR is to manage the rights and obligation of the employees and enforce their right to the
contractual rights. It also analyses that whether the employee is performing their rights and
duties.
24

M4 You will have to evaluate the key aspects of employee relations management and
employment legislation that affect HRM decision-making in ITV.
Employee relation management is the system which supports the relation between the business
and employees. It is the procedure that businesses use to efficiently achieve all connections with
workers, to achieve the goal of the administration. Employment legislation governs the
employment within the workplace with everyone who works. The HR should provide the team
work so that each and every employee can share their ideas and views that can be easy for the
organization. By working in the team, the HR comes to know about the employee, their views
and ideas that can help in the process of decision making. The legislation provides the various
laws; it is the duty of HR to provide the knowledge of legislation to employees, so that every
employee knows the rules and regulations. This legislation helps in the decision making process.
25

D3 You will critically evaluate the relations and the application of HRM practices in ITV
that inform and influence decision-making in the organisation.
There are many HRM practices that are used in an organisation such as Training and
development, Recruitment and selection, performance appraisal system etc. These practices have
their own advantages and disadvantages. Training helps to improve the job skills and knowledge
of the organization. It also improves the relationship between employee and employer etc. It has
certain disadvantages; it is expensive for the organization to provide training to each and every
employee. Training requires more time to train their employees (Quora, 2017). Recruitment
helps to identify the methods to connect with the qualified applicants. It involves the
understanding of future employees’ requirements and then develops the list of applicants. It has a
certain disadvantage such as it involves the recruitment cost of the organisation. External
recruitments result in the misplacements as they hire employees from outside the organisation.
26

Conclusion
Human Resource Management is the organization of human capitals. It is intended to capitalize
the act of Employee in the service of a manager’s strategic objects. The HR function plays a
great part in the execution of the objectives of the business. The function of HRM is directed and
deliberated to the success of the organization. The function of HRM includes the training and
development this function helps the employees to perform better in the organization.
Recruitment helps to select the employee who is capable of having a skill and knowledge to
perform the job. The legislation helps the HR to know the laws which are prevailing in the
society. Various tools are used such as social media, an advertisement that helps the organization
to develop the HR policies and plans.
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