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
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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
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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
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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).
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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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