Woodhill College HRM: Workforce Planning and Recruitment Report

This report delves into the core aspects of Human Resource Management (HRM), focusing on workforce planning, recruitment, and employee relations within the context of Woodhill College. The report begins by defining HRM and its significance, outlining the aims of workforce planning and the pivotal roles of an HR manager, including responsibilities as a company partner, change agent, administrative expert, and worker advocate. It then evaluates the strengths and weaknesses of internal and external recruitment and selection approaches, examining methods like interviews and aptitude tests. The report further illustrates various HRM practices, such as job advertisements and specifications, and discusses the importance of maintaining positive employee relations, including the impact of employment legislation. Finally, it explores the differences between development and training, identifies training needs and methods, and assesses training and development practices, providing a comprehensive overview of HRM strategies and their practical applications.

Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................1
PART 1............................................................................................................................................1
TASK 1............................................................................................................................................1
P1 Aim of workforce planning and role HR manager ...............................................................1
P2 Evaluate Strength and weakness of various approaches to recruitment and selection .........4
TASK 2............................................................................................................................................5
P7 Illustrate the various application of Human resource management practices........................5
PART 2............................................................................................................................................8
TASK 3............................................................................................................................................8
P3 (a) Difference between development and training.................................................................8
(b) Identification of training needs and methods of training ......................................................9
P4 (d) Assessment of training & development practices ........................................................10
PART 3..........................................................................................................................................11
TASK 4..........................................................................................................................................11
P5 Importance of maintaining better employee relation and its effect on HR judgement
making.......................................................................................................................................11
P6 Briefly explain the key component of various employment legislation..............................11
CONCLUSION ............................................................................................................................12
REFERENCES.............................................................................................................................13
.......................................................................................................................................................14

INTRODUCTION
Human resource management refers to the process which deals with workforce of an
organisation (Human Resource Management, 2017). It refers to the art and science of managing
human resources in organisation. The reason for which it is termed as an art and science is that
are of managing people in an diverse manner and science is due to application of scientific
theories and approaches to deal with them in an ideal manner. Main activities which are
undertaken in this concept refers to the activities which involve recruitment, training,
compensation and retention (Armstrong and Taylor, 2014). The efforts are aimed to achieve
competitive advantage through development of employees working for company. It aims to
create an environment where employees and employer share a collective relationship which is
beneficial to both the parties. This report covers three companies namely TESCO, ITV and
Woodhill College. This assignment intents to identify the scope and purpose of HRM. The
benefits of applying different human resource practices will be identified in context of employer
and employee as well. Further, internal and external sources of recruitment and selection will be
analysed thoroughly to ascertain their strengths and weaknesses.
TASK 1
P1. Aim of workforce planning and role HR manager
Workforce planning: It is refers to the strategy followed by managers in order to anticipate
needs of labour and create employees most usually, effectively with advanced or innovative
technology of human resources (Workforce Planning, 2017). It is very important for the each and
every organisation to do their all activities and functions in an effective and efficient way. With
the help of this Woodhill College hire knowledgable and talented person who are easily attain
desired objectives and goals of institution in a proper way.
As per the case study of Woodhill College which covers the recruitment for new
members, this college is developing at a fast pace and so, it is required to recruit and select
knowledgeable persons in order to achieve long term goals and objective of institutes. In the
enterprise, there are few strategy which is not clear and emphasis on handling the future and
current needs of employees in an effective manner. Therefore, company is needed to change its
recruitment procedure and search other hiring process in regards to choose the talented prospects
from the large number of applicants.
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HRM is identified as directing, planning, monitoring and organising of the development,
procurement, integration, compensation, separation and maintenance of Human resource to the
last that organisational, social and individual objectives are achieved (Beardwell and Thompson,
2014). Main role and responsibility of HR manager is to recruit knowledgeable candidates and
provide effective training to them. So, with the help of better training, all employees complete
their work in allotted time frame as well as attain desired goals of college effectually. Human
resource manager does various roles or responsibilities in order to handle company's people and
resources which are further determined as below:
Roles Responsibilities and Duties
As a company partner  Creates valuable and long term
relationship with its workforce and
clients
 Recruits knowledgeable candidates
who attain goals and objectives of
company in an effective way.
 Makes realistic timelines and plans for
the initiation of innovative policies and
procedures connected to HR (Berman,
Bowman and Van Wart, 2012).
 Identifies the requirement of
development and training programme
 Resolves problems related to industry
relations.
As a change agent  Implements communication plan and
process on regular basis that assists in
dealing with customers easily
 Bridges and identifies the gap between
different practices of management
 Human resource manager of the
business organisation is needed to
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concern themselves in entity activities
(Bloom and Van Reenen, 2011).
As an administrative expert  Needs of HR manager is to follow with
numerous of safety, immigration,
labour laws, safety and penalties, risk
factors and regulations etc.
 HR manager of company can question
their workers regarding improving the
procedures and plans linked with HR.
 In respect to create benefits of higher
aggressiveness level, administrator is
needed to unlock the cost and time
saving benefits of technology
(Bröckermann, 2012).
As a worker advocate  Controls the employee’s performance
appraisal
 They select 360 degree feedback tool
 Conducts effective process for
employees where they are honourable
and open questions
 Establishes long term and better
employment relationship
 Controls grievances related to workers
in an accurate and systematic way
Purpose and aim of workforce planning: Main motive of human resource manager is to recruit
and select knowledgeable or talented candidates who have ability to achieve long term goals
&objectives of company in a limited time period. HR manager of the business is to supply
competent, skilled, experienced and talented persons to an enterprise who ensures to accomplish
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their strategic objectives in an effective way. Since, Woodhill College is a famous institution
and it is developing speedily, they generate the requirement to new members which efficiently
achieve both short and long term targets in a quick manner.
Company is needed to recruit and select new human resource manager who thoroughly
see into the hiring process (Daley, 2012). Therefore, business is needed to predict the possibility
or availability of actual supply and demand of skills so that they can increase business objectives
accordingly. By better planning, HR can recruit right person at accurate job within a particular
time. Human resource department of business asks insistent questions from a large number of
prospect which edge knowledge and information to few areas. Therefore, they are needed to set
up strategic action idea that support in recruiting experienced and competent personnel.
P2. Evaluating strengths and weaknesses of various approaches to recruitment and selection
Recruitment and selection can be identified as an effective procedure of hiring and
selecting persons for a particular job in enterprise (Guest, 2011). It is defined as a core function
of human resource management that concerns with finding and selecting the knowledgeable and
talented candidates who can attain business goals efficiently and effectively. With the assist of
hiring, an Woodhill College can retain the skill and ability of their employees in an creative
manner that clays associate to its initiatives and future goals, company are suitable to analysis
eligible prospects from different factors which are classified as External and internal
Illustration 1: Different Sources of Recruitment & Selection
(Source: Internal and External Sources, 2017)
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Internal source of selection and recruitment: It is identified as an essential and important factor
which is apply by each and every company in order to hire knowledgeable and skilled person
(Recruitment and selection process, 2017). In this business entity found suitable candidates
within the organisation only (Hendry, 2012). Therefore, it means, selecting and hiring person
who is recently working in an enterprise for various post through transfer, promotion etc.
Advantages Disadvantages
 No error and difficulty in selection and
recruitment.
 Make loyal and morale of existing
workers towards the business.
 Eliminates the variation of making
effective judgement.
 Reliable and Easy procedures.
 Helps self-development among
employees.
 De-motivates and discourage the
candidates from external side who has
also employed for the smiler post.
 Performance of existing workers may
or may not be productive enough to
concern with dynamic atmospheres
(Jiang and et. al., 2012).
 An individual with the knowledge and
talent of advance technology did not
acquire the real variation of being
chosen.
 Internal source not suitable and
valuable for the actual position which
needs innovative and creativity
thinking.
External source of selection and recruitment: In this process, an enterprise recruit workers from
outside who have better skills and knowledge in order to achieve desired goals and objectives of
company in limited time frame (Huselid and Becker, 2011).
Advantages Disadvantages
 In this source fresh talent and
knowledge gets the best opportunity.
 Creates healthy and competitive
atmospheres.
 Problem of Maladjustment.
 Existing workers might acquire
demoralised.
 It is very expensive process for
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 There are large number of the option
and factors to choose the talented
candidates.
 Economical as employees are already
qualified or trained.
recruiting and selecting new person.
 Poor co-ordination between existing
and new employees.
Recruitment and selection approaches: There are some other methods which is follows by the
Woodhill College are as follows:
Interview: It is very essential and important approach for the institution, in this manager of the
company asked different questions to the candidates in an appropriate way. In during this
process manager ask various questions about past experience, background and other essential
information.
Pros Cons
 Free and Deep response
 Adaptable and flexible
 Expansive in personal and time
 This method mainly requires skills
Aptitudes test: This tests predict a student's capability to acquire a skill or achieve a task. It is
also very essential and significant for the company to increase basic skills and knowledgable of
student's about business role.
Pros Cons
 Cost effectiveness
 Minimises Anxiety
 Aptitudes does not needfully output in
better performance.
TASK 2
P7 Illustrate the various application of Human resource management practices
A) Advertisement of Job for the role
JOB OPPORTUNITY
Woodhill College is examining for self-motivated, competent and knowledgeable prospect
to fill the empty job position present in South Africa, Pretoria
HUMAN RESOURCE MANAGER
Needed Experience and Qualification
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 Master and bachelor Degree in HR, Business Management qualification with minimum
2 years of experience and knowledge in Quality Management and Human Resource
system.
 Minimum job experience of 1 years is necessitate.
 His or Her must be accountable decent to manage the area of communication,
administration and payroll.
 Expert in using MS-Excel and MS-Word.
To hold and for information about above stated position, travel the formal
internet site of Woodhill College. Apply within 15 days superior to the
advertisement date.
B) Woodhill College can select different advertisement and promotional channel
 Social Web Sites
 Print and Digital Media
 Bulletin Boards and College Website
C) Prepare Person Specification and Job Promotion
Job Description
Name of Organisation Woodhill College
Job Designation HR Manager
Location South Africa, Pretoria
Reporting To Top level Authorities (Principal)
Roles and Duties  Recruit skilled and knowledgeable staff members
 Make Strong and long term Interpersonal
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Communication
 Gives Soft Skill Training and development
Working Hours 11:00am to 7:30pm
Salary 9000 Pound per month
Working Facilities College gives flexible or adaptable working hours,
advantages and compensations to its employees.
Person Specification
Name: XYZ
Contact no.: 57524852
Email: [e-mail]
Qualification:
Master in Business
Administration
University 70.00%
Graduation University 75.00%
Higher education London school 92.00%
Secondary education London school 90.00%
Personalized information
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Father's name: ABC
Mother's name: UVW
Achievements:
 Star performer of the Month
 Received award or Gifts in giving excellence service
PART 2
TASK 3
P3 (a) Difference between development and training
As per the case study of TESCO, it is largest retailer operating in the united Kingdom.
The number of employees working with this organisation are 476,000 working in its retail outlets
all over the country (Kehoe and Wright, 2013). This Task aims to understand practices and
approaches of human resource management in context of Business. It covers various types of
learning which assist workers to acquire specific knowledge and skill in order to enhance
performance.
Training is essential and main process which is organise by an enterprise in regards to
develop knowledge and skills as per the requirement of job. On the other hand, Development
gives additional quality to the workforce by which they acquire long term and beneficial
learning. TESCO is a retail business which used structured method to give development and
training to its workers which gives strong relation for the regular growth and success of the
organisation (Lengnick-Hall, Beck and Lengnick-Hall, 2011). Both programs express on
enhancing knowledge, productivity and performance of staff members. Both approaches are used
by the company with together, but there are few difference between development and training
which are described as below:
Training Development
Training is identify as a learning activity in
which workers of the company acquire an
It is also define as a education process which is
connected to entire growth and success of
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effective opportunity to develop and learn
skills, competency, and knowledge as per the
requirement of job.
personal. It gives long term and beneficial
learning to the staff members of TESCO.
It is identified as a job oriented approach
which is apply only work connected learning,
so in this workers of the business are capable
to execute their work in effective manner
(Renwick, Redman and Maguire, 2013).
It is identified as a career oriented function
which gives additional skills and knowledge to
the employees which assist in the personal
growth and success of the workers.
The main motive of company is to provide
better training to their workers related to job
knowledge.
TESCO offers development program in order
to enhance their conceptual and general
knowledge.
The main aim of training session is to improve
work performance and ability of the
employees.
Motive of Development program is to prepare
or arrange personal for upcoming challenges.
(b) Identification of training needs and methods of training
Training is one of the necessary and essential part of the workers so that they are capable
to execute their job in an effective way. It is identify as a process which imparts fresh knowledge
and skills in them they enhance entire performance of an enterprise. For this, administrator of the
TESCO needs to evaluate the training requirement (Storey, 2014). To determine different kind
of training, workers will require, administrator needs to:
 Identify skills and talent gap within the business entity.
 Plan of proper training to decrease the gap.
 Look at actual ground of employees skills.
 Decide those quality that take company forward.
Manager of the company needs to estimate training requirement as per the employees
requirement. It is framed after seeing at business goals and them create it to attain desired
objectives of company. It help the company administrator to complete skills gap.
Training methods : There are mainly two type of training approach which is used by
company in enhancing employees performance. These aspects are described as below:
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