HRM Report: Analysis of HRM Practices at Wood Hill College and TESCO

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on workforce planning, recruitment, selection, training, and development. The report begins by exploring the purpose of workforce planning and the strengths and weaknesses of different selection approaches, assessing the role of HRM in fulfilling business objectives within the context of Wood Hill College. It then delves into the specifics of job advertisements, job and person specifications, and various HRM practices for acquiring candidates. The report further examines the distinctions between training and development, analyzing how changes in customer expectations affect Tesco and its staffing needs. It outlines Tesco's training methods, identification of training needs, benefits of training programs, and the return on investment. Additionally, the report explores approaches to flexibility that can aid Tesco's business expansion. Finally, the report analyzes the importance of ITV in maintaining good employee relations, key elements in employment legislation, and the application of HRM practices in ITV that inform decision-making. The report aims to provide insights into effective HRM strategies and their impact on organizational success.

HRM

Table of Contents
INTRODUCTION...........................................................................................................................................7
PART 1.........................................................................................................................................................7
Task a) Purpose of workforce planning...................................................................................................7
Task b) d) and e) Strength and weakness of various selection approaches and their evaluation............7
c) Assessing role of HRM in fulfilling business objectives........................................................................8
Task 2..........................................................................................................................................................9
a) Advertisement of a Job role.............................................................................................................9
a) Different platform for advertisement..............................................................................................9
b) Job specification and person specification.....................................................................................10
c)HRM practices for acquiring the candidate for the post.....................................................................11
PART 2........................................................................................................................................................12
a) Difference between training and development.................................................................................12
b) Changes in customer expectation affects tesco and needs to staff...................................................13
c) Methods of training carried out by Tesco..........................................................................................13
d) Ways in which training needs are identified..................................................................................14
e)Benefits of training programs provided to TESCO plc.........................................................................14
f) The extent to which training has achieved return on investment......................................................15
g) Types of approaches to flexibility that can be adopted by Tesco to aid its expansion of business....15
PART 3.......................................................................................................................................................16
a) Analyses on the importance of ITV to maintain good employee relations and how it influences their
HR decisions..........................................................................................................................................16
b) The key elements in the employment legislation and how it influences ITV’s HR decisions.............16
c.) Evaluation of key aspects of employee relations management and employment legislation that
affect HRM decision-making in ITV........................................................................................................17
d) Application of HRM practices in ITV that inform and influence decision-making in the organisation
...............................................................................................................................................................17
CONCLUSION.............................................................................................................................................17
REFERENCES..............................................................................................................................................19

INTRODUCTION
In an organization , employees play a very crucial role in order to perform business
activities and attain the desired objective within a specific time period. In the absence of skilled
and qualified personnel, company can not survive its business practices and functions (Miner,
2015). In order to maintain and manage the human resource, HRM department have major
responsibility. In order to manage and motivate human resource, HRM department have to
organize various employees welfare program and develop flexible working practices. One major
responsibility of HRM is to recruit employees and fulfill the needs of company for attain
objective. Thus, HR department is expected to perform recruitment and selection process in an
effective manner so that right quantity of employees can hired within the organization. In a
simple word it can be said that HRM is a process of recruiting,, motivating, managing,
evaluating employees so as they can effectively perform their job for achieve desired outcomes.
In this project report, the important of human resources has systematically addressed with respect
of Wood hill college and TESCO. In addition to this significance of workforce planning has also
studied. Furthermore, difference between training and development has also studied through
which company provided opportunity to enhance employees skills and knowledge related to
working in the company.
PART 1
Task a) Purpose of workforce planning
Workforce planning is a process under which HR department analyze the requirement of
employees and recruit then according to vacant position. With assistance of this planning, HR
manger can able to recruit or hire right number of employees at the right time and for the right
vacant position at the workplace. According to the case scenario, the college is suffering from
the staff turnover where various post are vacant. In this manner, HR manager is conducting the
recruitment and selection programs so as the right number oif skilled and qualified candidate can
selected within the college (Locke and Latham, 2013). The major role of HR manager is to
identify the current condition of the human resources in the college. According to the vacant
position, manager prepare the documentation of recruitment and publish in the news paper and
other source of advertisement. Once various application gathered in the college, manager invite
them for interview. In the interview, HR manger analyze and evaluate the efficiency and
knowledge of the candidate. According to the candidates skill, knowledge and college
requirement, manger will select candidate for vacant position. So it can be said that with the help

of effective HR planning, manager can easily recruit the right number of employees in the
organization.
Task b) d) and e) Strength and weakness of various selection approaches and their evaluation
Recruitment and selection process is very important aspect under which
company ,manager analyze, evaluate and assess the capability, skill, knowledge and efficiency of
candidates. According to their efficiency and firms requirement, final decision of selection can
made by HR manager. There are various kinds of selection and recruitment approaches. Each
approaches have their own strength and weaknesses. Following are some strength and weakness
of recruitment and selection process-
Internal Recruitment
In the internal process of recruitment and selection, organization recruit employees by
promotion, job rotation or transfer. In this process, company does not invite candidates from
outside, it only make selection of employees from within the company(Yidong and Xinxin,
2013). In the context of Wood hill college, this can done through promoting some junior class
teacher to upper to teach senior class.
This external process of recruitment have various strength such company does not require
to invest money in order to organize recruitment and interview because there is no need to
advertise in the news paper or another other channels of promotion. One major weakness of this
process is that company can nor search other high skilled and talented candidate from outside.
External recruitment
External recruitment is a process under which company select and recruit outside candidates
within the organization. In this process, HR manager invites candidates by publish
documentation in the newspaper and any other channels of advertisement and invite the
candidate for vacant position. In the recruitment documentation, manager add job specification
and personal description.
The major advantage of this external recruitment is that corporation can search and hire
the talented and skilled employees from the outside of the company (Vanhala and Ritala, 2016).
However, in order to advertise the documentation in the various promotional channel firm have
to invest the lots of money. Many of the new and skilled candidate can hire within the
organization by use of external recruitment process.
As per the above discussion about the internal and external recruitment process, it can be said
that external r4ecruiment is more effective and appropriate because wood hill college can hire
the more talented and skilled candidate by invite candidate from outside of the college.

c) Assessing role of HRM in fulfilling business objectives
The major roles and responsibility of HRM department is to manage and maintain the
employees so they can perform their job in an effective manner and attain the organisational
objective. One another duty of HR department is to organise the recruitment and selection
programs for organisation so as the requirement of workforce can easily fulfilled. In addition to
this HR department also analyse the needs of training and development for employees and
conduct the same programs in order to enhance the skills and knowledge of workforce. In the
context of Wood hill collage, HR department will fulfil its duty by making analysis of collage to
know the needs of teacher (Dessler, 2016). On this basis, the quantity of personnel required will
be decided. Afterwards, the position vacant will be assessed to set up papers of Job
responsibilities and individual specification related to the job role.
Task 2
a) Advertisement of a Job role
In order to hire or recruit the candidates in the College, HR manager can choose newspaper and
magazines. The advertisement in the newspaper or in the magazines will aid to the corporation to
get large number of willing candidates which are interested in acquiring the job as per of the
company. With assistance of the advertisement in the newspaper and magazines, company can
invite the large number of talented candidates for required position. The following is the
advertisement for HR manager post to be published in the newspaper-
HR MANAGER REQUIRED
HR manager is required in the education corporation in the Delhi
The candidate must have 5-7 years of experience.
Wood hill college heartly invite the candidates in the relevant industry
To apply for this last date is 28 February 2017
[e-mail]
a) Different platform for advertisement
In order to hire or recruit the candidate, HR manager can choose the various source of
advertisement which are as follows-
 Newspaper- Newspaper is the best option in order to advertise the recruitment
documentation because by use of this source, manager can provide the recruitment
information to various candidates. With assistance of this, many candidates can attract
toward the organisation.

 Online job portal- In this option, company can provide the information about vacant
position to many audience who use the internet (Guest, 2011). On the online websites of
the company, manager can put the information about recruitment and attract the large
number of candidate who requires job in the similar industry.
 Recruiting companies- It is another option for recruitment through which company can
give the specification for the job to the recruiting company and they will find with the
best candidate for the job.
b) Job specification and person specification
In order to attract or acquire the effective employees, the organisation develop with job and
person specification which will assist to identify with requirement of the corporation from a
certain job. In addition to this, it will also aid to particular person to view their eligibility to
apply for the specific job
JOB SPECIFICATION
Job profile: HR manager
Company: Abc company ltd.
Location: Delhi
Type: Full time job
Timings: 9.00 a.m to 5.00 P.m
Salary: 30,000 per month and is negotiable.
Experience : Minimum 5 years
They must have experience in this field.
Qualification: The candidate must have the degree of MBA (Master of business administration)
with minimum 70% from a repudiate university and college. Furthermore, candidate must have
Bachelor degree in management. He/she must have basic computer knowledge and capable to
speck fluent English. In addition to the candidate must have effective knowledge of human
resource management.
PERSON SPECIFICATION
Roles and responsibilities:
 The manager need to manage the entire business activities and function of the

organization in an effective manner.
 The manager need to organize effective recruitment and selection program and analyze
the performance of individual at workplace.
 The manager require to operate computer in order to accomplish the business assignment
and tasks.
 The manager require to manage the activities such as determine the salary, wages, bonus
etc.
 Manager requires to motivate and encourage employees for higher performance and
productivity.
 Manager requires to analyze and evaluate the candidate performance and according to
their efficiency the final decision have taken by him.
 Manager have to develop effective business policies, practices and system according to
the objective of organization
 Manager require to maintain and manage the employees in an effective manner do
required objective can attain.
 Manager have to organize employees welfare activities and programs.
Skills and knowledge:
 Manager must have effective communication and interpersonal skill so as he/she can
develop relationship with workforce.
 Manager must have knowledge of computer and he/she can easily operate computer for
various business activities.
 Manager must have effective leadership and coordination skill so as he/she can support
and manage the activities of subordinates at the workplace.
 Manager should have good analytical skill so as he/she can analyze and assess the
performance of employees.
 Manager must have the quality to resolve the high conflicts and disputes at the workplace
and maintain healthy working environment.
c)HRM practices for acquiring the candidate for the post
HR department is very important department in the organisation which is highly responsible
to making plan and implementing them to attain the desired objective. In addition to this, HR
department have role to appoint the candidates for various vacant position and analyse their
efficiency. They have to develop person specification and job specification or the specific job.
This will assist in identify the skill and other needs of organisation from the candidates for the
vacant position (Harzing and Pinnington, 2010). After analyse the needs of candidate in the
company, HR manger develop a systematic documentation of recruitment and publish in the

various source such as newspaper, online job portal, recruiting companies etc. This will aid
company in acquiring the most effective candidate for the vacant position. In addition to this, HR
department is also responsible to manage the employees activities and performance and motivate
them for higher productivity. Moreover, they require maintaining the record of every employees
employed in the corporation with their proper information so that they can recall about every
detail about the members.
PART 2
a) Difference between training and development
Training and development is an essential aspect in the every business organisation through
which employees can develop their personality and professionalism. With assistance of this
function of HRM, employees can able to enhance their existing knowledge, skill, efficiency and
ability. Training can be explained as the process of learning where the personnel gets an
opportunity to enhance their existing skill and ability. In a simple word it can be said that
training is a process under which trainer provide the knowledge to enhance existing skill of
employees in the organisation (Jiang, Lepak, Hu and Baer, 2012). On the contrary to this
development is the procedure which is dome for the long time. development is related to the
entire growth and learning of the employees. Training may be conducted for the short time
period but development is sustain in the individual for long time. The major concentration of
training is based on the existing situation of workforce. On the other hand development
concentrate on the future growth of the organisation. The concept of training is rendered with the
help of trainer and development is the matter of consider by an individual itself. Training
programs is conducted in the organisation in order to enhance the existing performance of
personnel. On the other hand development focuses on coping up with future challenges faced by
the organisation. TESCO can organise training programs for short period of time whereas
development is done for the longer period for attainment of company’s goal.

b) Changes in customer expectation affects tesco and needs to staff
TESCO is a retail outlet which have high numbers of competitor in the UK market. If company
change any determinants of products and services such as prices, features, packaging then
it will affect the customer satisfaction level. In order to provide effective satisfaction level,
company have to provide product and services within an effective quality and prices.
Company’s profitability is highly depends upon the sales quantity of product. If customer
expectation is increase about the product then company requires to make more efforts in
improving the quality and features of product and services. In order to improve the quality
and features of product and services, organisation requires to provide training to employees
(Graves, Sarki and Zhu, 2013). With assistance of training and development, employees
can effectively fulfil their responsibility to perform their job and make business operation
effective. So it can be said that if customer expectation increase about the existing product
and services then corporation requires top improve its business performance. In order to
improve business performance, it have to more train its employees so as they can perform
in an effective manner.
c) Methods of training carried out by Tesco
As per the above discussion it has been ascertained that for improving the existing business
performance, training and development programs is very essential. Cited organisation is
very famous retail outlet which is highly depends upon the employees performance so for
this company training is very important through which it can improve the efficiency of
employees. It can adopt the various methods of training which are as follows-
 Job rotation- In this method company provide the various kinds of opportunity of job
through which employees can learn different skill and gain different knowledge about
work. By this employees motivated and retain in the business enterprise for long time
period.
 Coaching- In this method, senior employees monitor and guild the performance of junior
employees and provide an effective training in order to improve their performance at the
workplace. With assistance of this method of training, company can easily estimate the
weakness of employees and according to their weakness it provides training. In this
method, senior employees play a very crucial role because they continuous analyse and
assess the employees performance and provide guidance to them.

d)Ways in which training needs are identified
In the TESCO organisation, employees is highly responsible for the success. In
the absence of effective and skilled employees, company can not get the success and
desired outcome. In this manner, HR manager is also very responsible to analyse and
assess the performance of personnel. According to their effective performance and
efficiency, manager takes the decision related to their promotion, increment and higher
responsibility in the organisation (Kehoe and Wright, 2013). While manager analyse their
efficiency and performance at the same time he also estimate the area of improvement.
Furthermore, manager is responsible to analyse their strength and weakness and
according to their weakness the training programs will conduct at workplace. So it can be
said that training need can identified by HR manger at the time of observation and
performance analysis. This kind of identification assist corporation in attaining the
desired objective and goal. In addition to this, it also aid in improving the existing
performance of personnel in the organisation.
e)Benefits of training programs provided to TESCO plc

TESCO is very famous retail outlet in the UK market which operate its business
at the global level. Its performance is highly depends upon its workforce efficiency and
capability thus training and development programs is very essential for this firm. With
assistance of training, company provide the opportunity to personnel for improving
existing performance. In addition to this, they can improve their knowledge, skill,
capability, efficiency and ability so that perform at workplace in a effective manner. If
company able to improve employees performance then entire process of business can
automatically improve and existing profitability also increase (Mathis and Jackson,
2011). Thus, it can be said that by training and development programs, company can
increase its business process and operation. With assistance of this, firm productivity and
profitability can also increase. One another major advantage of training is that
corporation can improve its brand loyalty and goodwill in the market because if business
performance increase then customer satisfaction level also increase. With assistance of
this, new customer can attract towards firm and sales of product and services can increase
by training and development programs. One another advantage of training is that
employees can motivate and encouraged by render the training programs. With
assistance of this they can able to improve their personality and professionalism so that
they encourage for higher performance and take initiative for higher responsibility.
f) The extent to which training has achieved return on investment
Training is very important and essential aspect for improving the existing performance and
efficiency of employees. TESCO is successfully dealing in multi brand retailing which have
build an effective and unique brand in the market. In order to sustain its success and further
improve business process, employees play a very crucial role .Company can improve its business
opertin and process by render training and development to its workforce. However, corporation
have to invest a lots of investment of capital in order to organise training and development
programs but effective training and development strategy aid company in enhancing the return
on the initial investment made. It can discussed in the following manner-

 Enhancing sales- With assistance of training, company can improve the existing
performance of personnel so that entire performance of business can improve. By this,
employees can effectively perform their sales and distribution activities of TESCO. This
will assist in improving the sales of product and services in the market which contributes
in ensuring return on investment as well.
 Developing productivity- Effective training programs assist in improving the productivity
and profitability of the organisation because by use of this aspect, firm improve the speed
and efficiency of working of employees (Purce, 2014). By increasing knowledge, ability
and skill of employees, firm can improve the entire productivity of business.
 Employees retention- While in an organisation training programs conducts then
employees motivate and encourage because through this they can able to improve their
personality and professionalism. By this retain in the business enterprise for long term
and also new employees attracted toward firm.
g) Types of approaches to flexibility that can be adopted by Tesco to aid its expansion of
business
Flexibility in the business practices and policies is very important and essential for
growth and success of the business organisation. This aid in enhancing the organisational
performance and growth as well. With assistance of flexibility i working practices and
policies, employees can manage their personal and professional life. There are various kinds
of flexibility approaches which are as follows-
 Functional flexibility- This flexibility assist to the business organisation in achieving
business objective because this deal with attaining personnel as per the assignment
and skills (Scullion and Collings 2010).
 Numerical flexibility- This aid company in adjusting the level of labour inputs to
meet fluctuation outputs. The company will allow employees to manage their work
from home or any other place which is far from the office. This assist in managing
employees personal and professional life.
PART 3
a) Analyses on the importance of ITV to maintain good employee relations and how it influences
their HR decisions

In order to attain the desire success within a time and deliver effective services to the
customer in the market, it is very important for business enterprise to maintain good employee
relation. Employees are very crucial part of business so in order to get effective outcome, firm
should maintain healthy relation with them. With assistance of this practices, company can
maintain healthy working environment and easily resolve high disputes at workplace. Effective
labour relation assist to management in providing higher responsibility and assignment to
workforce. If employer have maintain god relation with employees then they can easily pout
higher assignment on the employees shoulders. In addition to this, by maintain in good relation
with workforce, employees turn over can also reduce.
Along with this, it has been also analyzed that importance of maintaining good employee
relations is that it affects the HR decisions within ITV. With the fruitless relationship among
the employee and manager within the association then it might impact the performance of the
business that results in impacting on the whole performance of the corporation.
b) The key elements in the employment legislation and how it influences ITV’s HR decisions
In order to protect employees from unfair decision in the organisation, UK government
has made some legislations and code of conduct. In this manner, the key element of employment
legislation include anti discrimination practices. According to this practices, organisation can not
discriminate with any employees on the basis of age, sex, culture, region and personal relations.
As per this act, at the time of recruitment and selection (Storey, 2014), management should take
the fair decision and selection should made on the basis of candidate efficiency and knowledge.
Thus, it can be said that this element of employment legislation directly impact the HR decision
within ITV. On the other hand elements related to employment legislation is related to the pay,
wages and hour also affect the HR decision in the organisation.
c.) Evaluation of key aspects of employee relations management and employment legislation that
affect HRM decision-making in ITV
In order to maintain the healthy relationship with employees, company organise various
employees relation management programs. This aid in enhancing the loyalty of the employees
and motivate them in the right manner. In this manner, management encourage them for
collaborative working at the workplace and develop effective relationship. On the other and
employees legislation have imposed by ITV in the form of HRM practices. In this manner the
most common law is discrimination, flexibility, maternity and paternity leave.

d) Application of HRM practices in ITV that inform and influence decision-making in the
organisation
Evaluation of imposed HRM practices are as follows-
 Training and development- With assistance of this HRM practices, ITV can able to
improve the performance of employees. This aid in increasing their existing skill,
knowledge, ability and efficiency (Ulrich, 2013). This aid in improving the entire process
of business and profitability so it is very important decision of HR.
 Employees engagement- In order to improve business performance, company should take
participation of employees in the business decision making process.HR manager is
responsible to encourage employees by taking participation of them in business decision.
CONCLUSION
Human resource management is very important process in the organisation through
which employees manage and motivate in order to attain business objective. In this manner,
HR manager have very essential responsibility to manage and coordinate personnel in such
manner so as they can easily attain determined outcomes. From this report it has been
concluded that recruitment and selection process assist company in hiring a right candidate
for right time and at the right vacancy. Wood hill college can hire staff member by
developing an effective documentation of recruitment. In addition to this manager have
responsibility to analyse and evaluate candidate efficiency and according to their knowledge
and college requirement recruitment should made. It has also concluded that TESCO
corporation can improve its sales and profitability by organise training and development
programs.

REFERENCES
Books and Journals
Bondarouk, T., Ruël, H. and Looise, J.C., 2011. Electronic HRM in theory and practice (Vol. 6).
Emerald Group Publishing.
Furtmueller, E., Wilderom, C. and Tate, M., 2011. Managing recruitment and selection in the
digital age: e-HRM and resumes. Human Systems Management. 30(4). pp. 243-259.
Holtbrügge, D., Friedmann, C.B. and Puck, J.F., 2010. Recruitment and retention in foreign
firms in India: A resource‐based view. Human Resource Management. 49(3). pp. 439-455.
Iles, P., Chuai, X. and Preece, D., 2010. Talent management and HRM in multinational
companies in Beijing: Definitions, differences and drivers. Journal of World Business.
45(2). pp. 179-189.
Pilbeam, S. and Corbridge, M., 2010. People resourcing and talent planning: HRM in practice.
Prentice Hall.
Chaudhry, A.Q. and Javed, H., 2012. Impact of transactional and laissez faire leadership style on
motivation. International Journal of Business and Social Science. 3(7).
Graves, L.M., Sarkis, J. and Zhu, Q., 2013. How transformational leadership and employee
motivation combine to predict employee proenvironmental behaviors in China. Journal
of Environmental Psychology. 35. pp.81-91.
Li, Y., Tan, C.H. and Teo, H.H., 2012. Leadership characteristics and developers’ motivation in
open source software development. Information & Management. 49(5). pp.257-267.
Locke, E.A. and Latham, G.P. eds., 2013. New developments in goal setting and task
performance. Routledge.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
O'Neil, H.F. and Drillings, M. eds., 2012. Motivation: Theory and research. Routledge.
Yidong, T. and Xinxin, L., 2013. How ethical leadership influence employees’ innovative work
behavior: A perspective of intrinsic motivation. Journal of Business Ethics. 116(2).
pp.441-455.
Prince, A. 2011. Human Resource Management, 4th Ed. UK: Cengage Learning.
Vanhala, M. and Ritala, P., 2016. HRM practices, impersonal trust and organizational

innovativeness. Journal of Managerial Psychology. 31(1). pp.95-109.
Dessler, G., 2016. Human resource management. Prentice Hall.
Gruman, J.A. and Saks, A.M., 2011. Performance management and employee
engagement. Human Resource Management Review. 21(2). pp.123-136.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human Resource Management Journal. 21(1). pp.3-13.
Harzing, A.W. and Pinnington, A. eds., 2010. International human resource management. Sage.
Hendry, C., 2012. Human resource management. Routledge.
Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C., 2012. How does human resource management
influence organizational outcomes? A meta-analytic investigation of mediating
mechanisms. Academy of management Journal. 55(6). pp.1264-1294.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of Management. 39(2). pp.366-391.
Mathis, R.L. and Jackson, J., 2011. Human resource management: Essential perspectives.
Cengage Learning.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Scullion, H. and Collings, D., 2010. Global talent management. Routledge.
Storey, J., 2014. New Perspectives on Human Resource Management. Routledge.
Ulrich, D., 2013. Human resource champions: The next agenda for adding value and delivering
results. Harvard Business Press.
Online
Functions of HRM. 2016. Online. Available through: < http://smallbusiness.chron.com/six-main-
functions-human-resource-department-60693.html >. [Accessed on 9 February 2017].