Human Resource Management Report: Woodhill College and Tesco

This report examines Human Resource Management (HRM) practices, focusing on Woodhill College and Tesco. It explores workforce planning, the role of the HR manager, and different recruitment and selection approaches, comparing their strengths and weaknesses. The report also delves into the benefits of various HRM practices, particularly training and development, and their impact on employee productivity and company profitability. Furthermore, it discusses the importance of employee relations and key elements of employment legislation. The analysis includes the application of HRM practices, offering insights into effective strategies for managing human resources within an organization. The report aims to provide a comprehensive understanding of HRM principles and their practical application in real-world scenarios.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
P1. Purpose of workforce planning and role of HR manager.................................................4
P2. Strengths and weaknesses of different approaches of recruitment and selection............5
M1...........................................................................................................................................7
M2...........................................................................................................................................8
TASK 2............................................................................................................................................8
P3 Benefits of different HRM practices within an organisation............................................8
P4 Effectiveness of training and development programmes in improving the productivity and
profitability...........................................................................................................................10
TASK 3..........................................................................................................................................10
P5 Importance of employee relation and their influence in HRM decision making............10
P6 Key elements of employment legislation........................................................................12
M3.........................................................................................................................................13
M4.........................................................................................................................................13
TASK 4..........................................................................................................................................13
P7 Application of HRM practices........................................................................................13
M5.........................................................................................................................................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource management is the process of managing workforce of company. They
have to perform many functions like appointment of employees, appraisal of performance,
determination of remuneration, implementation of employment legislation, maintenance of
employee relation, etc. All these functions of HRM help in improving the performance of
employees by adopting given policies and strategies. Their main objective is to effectively
achieve organisational targets within stipulated time period. Woodhill College is independent
Christian school for the group of 4 to 12 year old. Tesco is multinational retailer company
situated in UK. The main business activities of company is to deal in grocery and general

merchandise products. This is the third largest company in terms of profit (Bratton and Gold,
2012).
In the present report explain about, role of HR manager of Wood hill college in planning
of workforce and strength and weaknesses of such different approaches which is used by HR
manager of college in selection of staff members,Difference between training and development
and the approaches used by the HR manager of Tesco in providing training and their benefits to
employees and effectiveness of such training and development programs in increasing the
profitability of company. Here also explain about, importance good employee relation and key
elements of employment legislation (Brewster and Hegewisch, 2017).
TASK 1
P1. Purpose of workforce planning and role of HR manager
Workforce planning is important to effectively operate the activities of firm. Woodhill
College is required to have sufficient number of staff members to satisfy different needs of their
students. Workforce planning provides strong base to college management regarding completion
of their different objectives within stipulated time period. HR manager of wood hill college has
duty for impressive planning about the staff members to effectively operate their day to day
activities. Main aim behind such planning is to improve the image of their college for students
and provide quality educational facilities to them. There are many different functions and roles
of HR manager in appropriate workforce planning which are described as below:
 Recruitment and selection: The main function of HR manager of wood hill college is to
appoint adequate staff members to properly complete all the functions and activities of
college. Recruitment is the process of identification and selection of qualified candidates
which have good skills and knowledge. This helps in satisfaction of various needs of
students. Before appointment of staff members, they have to properly execute planning
and grade them as per their qualification. For forecasting about the need of staff
members, they have to oversee about the annual budget as well as short and long term
goals of management (Chelladurai and Kerwin, 2017).
 Orientation: This is the process of getting familiar the new staff members with the
policies and regulations of college. HR manager has the duty to conduct staff orientation
programs to tell them about objectives and goals of college as well as application of their

extensive knowledge for satisfying different needs of students. Such orientation programs
help in the development of new skills and make good relations with their co-workers.
 Providing good working conditions: It is the duty of HR manager to provide good
working conditions and equal rights to all staff members. For this purpose, they have to
implement different employment legislations which safeguard the rights of staff
members. This provides opportunity to build confidence among staff members and
increase their passion towards work.
 Maintaining employee relation: HR manager has not only duty of appointment of staff
members. For effective completion of all functions and satisfying the needs of students,
there is requirement to make healthy relations in between the staff and students of
college. This will motivate the students to freely ask questions to their teachers which
help in increasing their knowledge about different topics. They have to maintain strong
relations among the staff members. This provides an opportunity to remove the situation
of conflicts between them and increase supportive nature (CHUANG and Liao, 2010).
 Training and development: HR manager of Wood hill college requires to provide
training and different induction programs time to time to improve their skills and
knowledge. This will help the staff members to effectively manage all students and
provide them updated information regarding their different subjects. This also provides
an opportunity to them to effectively solve problems faced by students.
P2. Strengths and weaknesses of different approaches of recruitment and selection
Recruitment is process of identification of qualified candidate as per specification of
job. This is the duty of HR manager to assess skills and qualification of candidates as per their
requirements. This is an important operation of HRM which helps in increasing the strength of
employer and contributes them in effective achievement of their goals and objectives. So,
recruitment and selection is process of sourcing, screening, short listing and selection of right
candidate for completion of targets of company. HR manager of Wood hill college has two
approaches of selection of the staff members (Dacin, Dacin and Matear, 2010). Both these
techniques have their own strengths and weaknesses on selection of right candidate and affecting
working of college. Internal source of recruitment is time saving and requires less cost as they
select person on basis of recommendation of existing staff members and external source

includes process of selection of candidates by use website sources, personal interview etc. Both
these sources are described as below:
Internal source
Under this source, management advertises about vacant position in college to existing
staff members. This includes the appointment of such candidate who is recommended by them.
This will help to save the time and cost of HR department. But the major weakness is that they
have to provide training to such new appointed members. Another internal method to fill vacant
position is to promote existing staff member to higher position which is vacant. This helps the
management to motivate their staff members. There are many strengths and weaknesses of such
method which are given as below:
Strengths
There are many strengths of internal method of recruitment and selection to Wood hill
college as provided below:
 This will helps the HR manager of wood hill college to save their important time and
concentrate on other important matters which helps in expansion of the activities of
college.
 This will also provides the opportunity to save the budget of college barbecue it is less
costly method of selection of candidate. This method provides them chance to use such
funds in development of the skills of existing staff members of college.
 Promotion of the existing staff member to higher position helps in motivation of them
and build more passion towards their work. This also provides opportunity to the
management of college to maintain good relation between staff members and with their
students.
Weaknesses
There are many weaknesses of this approach Which are described below:
 This approach ignores the fresh talent and more qualified candidate which have more
skills.
 Another weakness of this approach is that they have to provide the training to their new
appointed candidates to increase their skills and knowledge. This will increase costing of
the management of college in effectively mange the activities (Fulton and et. al., 2011).
External sources

This approach of recruitment includes the process of section of the candidate on the basis
of external recruitment tools such as newspaper advertisement, trade publication, online
advertisements through official website etc. All these methods are very effective in selection of
the qualified candidate which suited the specifications of vacant job of college. The HR manager
of Wood hill college adopts the online advertisements on their official website to fill the vacant
positions of teachers in their college. This method has different strengths and weaknesses which
are defined below:
Strengths
 The main strength of this approach is helps to appoint the fresh talent in college which
have more knowledge and skills to handle the problems of students in effective manner.
 This provide the opportunity to the management of college to give higher responsibilities
to such qualified teachers and concentrate on other matters.
 This would helps the management of college in effective manage the functions of college.
Weaknesses
 The main weakness of this method is very time consuming and costly. The large amount
budget is required to use this approach in appointment of the qualified candidates with
the help of this approach.
 This method will prove as demotivating factor for other existing staff members as newly
appointed members get higher positions and responsibilities in college.
M1
There are many functions are performed by HR manager of company. These functions
includes training and development, appraisal of performance, motivation of employees,
development of leadership etc. All these functions play vital role in development of skills among
the employees described below:
 Training: This includes about development of skills among the employees regarding
achievement of specific task which are required to perform by them in organisation to
accomplish common goals.
 Development: These programs helps in development of overall personality of employees.
This helps to motivate them to build their professional career.

M2
There are many approaches of recruitment and selection are adopt by the management of
wood hill college. There are many strengths and weaknesses of such approaches are defined
below:
 Internal sources: The strength of this approach is it saves the time and cost of
management as they appoint on the basis of recommendation of existing staff. It also
helps in motivation of staff as they promote to staff members at high positions. The
weakness is it not acquire fresh talent.
 External sources: The main strength of this approach management acquires fresh talent
which have more skills and weaknesses are de motivates the existing staff members as
they not getting the higher position.
TASK 2
P3 Benefits of different HRM practices within an organisation
The main HRM practice which is used by the management of Tesco is Training and
development. This helps the employees of company in their personal and professional
development. But there is difference between both training and development. They have their
own importance on the development of employees (Guest, 2011.).
(a) Difference between training and development
Training Development
Short term in nature Long term in nature
Training programs are designed for managerial
and non managerial persons
Development programs are for the managers
Training is provided related to job specific
which helps to complete their jobs effectively
This includes about the overall development of
personality of person.
This includes about providing the instructions
on technical and mechanical operations
This includes about giving Philosophical and
educational concepts to managers.
(b) Identification of training needs and different methods of training used by Tesco

Large number of employees are working in Tesco to operate the functions effectively. It
is the duty of the management of company to maintain the quality of their products to retain their
image in market. For this purpose HR manager of company provides training to their employees.
So, different situation in which the management of company identifies there is need to provide
training is described below:
 To maintain the quality of their good and retain their position in market there is need to
develop skills among their employees which can be possible through training programs.
 To motivate their employees and build their passion towards their work. This will also in
development of personal and professional carer of employee.
 To build effective coordination among the different activities of employees to achieve
their tasks more efficiently.
Methods of training which is used by Tesco
There are many methods are used by the management of Tesco to provide the training to
their employees which are defined below:
 Technology based training: To improve the quality of their products and reduce the
operational cost, management of company requires to provide training to their employees
regarding use of advance technology. This helps them to complete their task within
stipulated time (Halbesleben, 2010).
 Simulators: This include the process of providing same situation in training which are
faced by them at workplace and guide them to handle such problems effectively.
 On job training: This is the process of providing the training to employee's at workplace
when in actual they are performing their job. This helps them to be familiar with the
atmosphere of workplace which are required to face by them.
(c) Benefits to Tesco and their employees of such training and development programmes
There are many benefits of training and development programmes to the employee's and
the management of Tesco which are defined below:
 The main benefit to Tesco of such training and development programmes is that it
improves the quality of their products and increase their profitability.
 The main benefit to employee id it helps to build new skills among them
 This helps the employees company to build their personality and grow their professional
career.

P4 Effectiveness of training and development programmes in improving the productivity and
profitability
There are many training methods are used by the management of company to increase the
skills of their employees. But such training methods have indirect effect on the productivity and
profitability of company. This will happen because improved skills of employee contributes in
preparation quality products which satisfies the demand of their customer. This will provide the
opportunity to capture large market share by expanding their business activities. Such training
methods adopt by management of company have great importance in increase the productivity
and profitability of company which is defined below:
 Increased productivity: The main aim behind providing training and development
programmes to their employees is to develop their skills regarding handle the equipments
in more effective manner. This will includes about giving information regarding use of
technical and mechanical equipments. This will reduce the problems which are faced by
the employee's during production process. All such activities contributes to increase the
productivity of the employee to complete their work faster within stipulated time with
more quality. This will increase the profitability of company.
 Less supervision: Training and development programmes helps in development of the
personality of employees which build leadership skill among them. In such training
programmes they are teach about how to handle the actual problems which are faced by
them during the production process. So, less supervision is required on employees and
provide their important time on other important matters (Hobfoll, 2011).
 Reduction of errors: Due to lack of skills among the employees many problems has
faced by them during production process. Lots of errors are happened because of
insufficient knowledge. Training and development programs provides knowledge about
proper use of equipments which reduces the errors and increases the profitability of
company.
TASK 3
P5 Importance of employee relation and their influence in HRM decision making
There is huge importance of employee relation in management of operations of ITV.
Employee relation means a good relationship between the manager and employee's. This will

provide the opportunity to managers to effectively communicate the roles and duties to
employees and the objectives of company which are required to achieve by them. A good
relation between the employees build good coordination and positive atmosphere at workplace.
There are many importance of employee relation to the management of ITV is defined below:
 Decision making: Some matters in the company are of more importance which requires
the views of their employees while making decisions about such matters. A true feedback
and views can be attained only if the managers of company have good relation with them.
This helps the management of company to get innovative ideas which contributes in achievement
of targets. Employees of company can work as critic and correct the decisions of managers
whenever they going wrong.
 Easy to perform work: A good employee relation between manager and employees
helps the management of ITV to properly communicate their ideas and their duties which
they have to perform to complete their tasks. A good relation among the employees of
company helps to distribute the excessive workload to each other which in turns increases
their productivity. This helps in maintenance of good communication and coordination
between the different functions of departments. A familiar atmosphere is created in
company which remove the stress and tension from the employees and easy for them to
work effectively for 8-10 hours.
 Remove conflicts: A good employee relation among the employees of ITV helps the
management of company to remove the conflicts and arguments between them. This will
improve the performance of each employee and affects the ability of team in completion
of their objectives. This will create friendly behaviour and trust among the employees.
 Increase motivational level: Due to good relation between them they have trust on each
other and have full confidence that the information provide by them are true and haver no
misleading facts. Such relation encourages them to share their secrets with their
colleagues. A sense of trust is important to have between them to increase their
motivational level and improve their performance.
Influence of employee relation on HRM decision making
 Good employee relation provides them extra time to concentrate on other important
matters which helps them to increase the productivity and profitability.

 Better decision making because of the supportive behaviour of employee which provides
the actual information related to workplace issues (Kim and et. al., 2010).
 Good employee relation helps in maintenance of positive atmosphere at workplace
which improves their decision making to give proper benefits to the employees as per
their performances.
P6 Key elements of employment legislation
There are many elements which are required by the management of ITV to implement in
their organisation. This is necessary for company to implement these legislations, otherwise
company has to face legal issues. All these employment legislation safeguards the rights of
employees of company. The key legislation which are implement by the management of ITV are
described below:
 Equality: The management of company has the duty to provide equal rights to all the
employees and there is no discrimination on the basis of their gender. Another point
which is covered under this about the management of company is not biased with any
employee while appraisal of their performance.
 Healthy and safety: The government provide that it is the duty of employer to provide
all safety measures to their employees while performing tasks. So, the management of
ITV should give all safety measures to their employees and if the company is not giving
such measures they have to face consequences.
 Data protection: This legislation required to implement by the company to protect their
important information. This include about the contract with their employees that
whenever they are leaving the company the important information are not leaked to
outsiders.
Impact of employee legislation on HRM decision making
 This improves the decision making of company they prevent the company from the future
legal penalties and action which are faced by them if they are not apply such legislation
and work for the benefit of employees.
 This will affect their decision making that they should provide all rights and safety
measures to workers of company (Soltis and et. al., 2013).