Business HRM: Workforce Planning, Training, and Employee Relations

This report provides a detailed analysis of Business Human Resources Management, focusing on workforce planning, recruitment, training and development, and employee relations. It examines the purpose of workforce planning and the HR manager's role at Woodhill College, comparing internal and external recruitment approaches. A job advertisement, description, and person specification for an Accountancy Lecturer role at Woodhill College are included. The report further differentiates between training and development, using Tesco as a case study to illustrate training needs identification and methods. It evaluates Tesco's training effectiveness in terms of ROI. Finally, it analyzes the importance of employee relations for ITV and the influence of employment legislation on ITV's HR decision-making process.

BUSINESS HUMAN RESOURCES MANAGEMENT
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Table of Contents
PART 1 –Recruitment and selection............................................................................................................4
Task 1..........................................................................................................................................................4
Explain the purpose of workforce planning and the role of the HR manager with regards workforce
planning and resourcing for Woodhill College............................................................................................4
b) Explain the strengths and weaknesses of different approaches to recruitment and selection...................5
Task 2..........................................................................................................................................................8
a) Write a job advertisement for the role.....................................................................................................8
b) Identify suitable platforms to place the advertisement............................................................................8
c) Prepare a job description and person specification for the role................................................................9
PART 2......................................................................................................................................................11
Task 3........................................................................................................................................................11
a) Explain the difference between training and development....................................................................11
b) Describe how training needs are identified and the methods of training used by Tesco........................13
c) Explain the benefits for Tesco and the employees in having a systematic approach to training and
development..............................................................................................................................................16
d) Evaluate the effectiveness of Tesco’s training and development practice in terms of delivering a return
on investment (considering productivity and profit)..................................................................................17
PART 3 – Factors that influence HR decision making..............................................................................18
Task 4 (LO3).............................................................................................................................................18
a) Provide an analysis on the importance for ITV to maintain good employee relations and how it
influences their HR decision making as a result (P5)................................................................................18
b) Identify and briefly explain the key elements of employment legislation and how this influences ITV’s
HR decision making (P6)..........................................................................................................................19
Conclusion.................................................................................................................................................21
Reference list:............................................................................................................................................22
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Introduction
The term workforce planning can be implemented in any Human Resource management team of
an organisation, especially to the HR manager. The Human Resource department considers the
workforce planning as their primary function. By utilising the assets that can be considered as
individuals, procedures, creativity etc the human resource manager applies the workforce
planning to the general operations of the organisation. There are many roles in HRM that can
reflect the reasons for workforce planning, staffing being the most important one. On the other
hand recruitment has a few approaches through which proper staffing can be conducted. This
report will be reflecting on the Human Resource Manager’s role in working with the team by
implementing proper workforce planning into the operations of the organisations. to maintain a
good relationship with the employees is one of the fundamental tasks of any organisations and in
this report a proper analysis of it will be presented. This report will also provide an explanation
on decision-making process at an organisation by the HRM, which is greatly influenced by
employee relationship and their activities.
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PART 1 –Recruitment and selection
Task 1
Explain the purpose of workforce planning and the role of the HR manager with regards
workforce planning and resourcing for Woodhill College
Purpose of workforce planning
The term workforce planning can be termed as one of the fundamental functions of the Human
resource management of any organisation and something that allows the human resource
manager to focus on. At Woodhill college force planning serves various purposes. The
authoritative setting of Woodhill College the essential reason for the workforce planning is
augmenting the productivity of the association by expanding the proficiency of the workers
through suitable enlistment and training method. It can be noted that in Woodhill College the
workforce planning can progress towards securing the most talented professionals and prepare
them with proper training to fulfil the needs of the college. In addition to this, the motivation
behind this applying of workforce planning is an additional way of sorting out the general
population of the association. The HR department uses assets like individuals, highly skilled
trainers, innovation and creative procedures to fulfil the objectives set by the institution
(Armstrong and Taylor, 2014).
Workforce planning in simple words refers to the strategic ways that the human resource
maintains to get their job done at the right time by the right people (Jianget al., 2012). In relation
to Woodhill College, one can identify with the job roles of the human resource manager. Some
are listed below-
Recruiting
Probably the primary role of the HR manager is to recruit the new employees for the
organisation. The HR manager is involved in all steps of staffing and helps in securing the right
candidate for the right job.
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Training
To train the professionals is one of the most essential tasks as it allows the new comers and
existing workers to learn the work and enrich their sense of self in performing the work properly.
The human resource management thus enhances the workforce planning in attaining the most
suitable person for any vacant post of employment.
Planning
In Woodhill College the HR manager will have to conduct research and plan about the labour,
existing market, union demands and many other personal benefits that also relates to educational
trends.
Humanitarian Role
The HR manager consults employees about marital, health, physical and career problems thus
making them feel comfortable and work freely in the company enhancing employee
empowerment (Beardwell and Thompson, 2014). HR manager fundamentally acts as a bridge
between the organizational leaders, employment relations and the employees.
Apart from the above mentioned functions the manger also helps in developing organisational
policies that are directed towards the employees. The manager plays a significant role in being
one of the prime contestants in the entire Human Resource Management team by keeping an eye
on all operations lead by the department.
b) Explain the strengths and weaknesses of different approaches to recruitment and
selection
There are primarily two forms of recruitment: the internal recruitment and the external
recruitment. Bothe the forms are used by large as well as small scale organizations.
1. Internal Recruitment- this process of recruitment involves staffing from the existing workers
for a particular vacancy (Miller, 2017). Internal Recruitment allows the organization to fill
discharge positions inside the useful improvements by developing the talented existing workers
to a wider amount of positioning staff and administration.
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2. External recruitment- this process looks for staffing outside the organization. This does not
give opportunities to the existing employees but it recruits from outside the organization.
Strengths Weaknesses
Internal Recruiting Process  The process is very
efficient and it saves a
lot of time as the
people are recruited
from the existing team
for any vacancy
(Miller, 2017).
 Not much expensive in
processing the whole
system of recruitment
 Internal recruitment
allows high worker
maintenance.
 This approach allows
having a faithful
worker base.
 One of the demerits of
external recruitment is
that the fresh talented
candidates are
neglected.
 The new talents and
people with innovative
ideas are left
unexplored which is
not considered to be
progressive for any
business and market.
 Internal recruitment
allows limited
opportunities for
innovation. It also
limits other
developmental aspects
relating to
employment.
External Recruiting Process  this allows the
organization to receive
the most eligible and
talented candidates
from the existing
 One of the demerit that
the external recruiting
has is that it is time
consuming
 it is highly expensive
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market
 This approach allows
significant value as it
creates jobs for the
unemployed
workforce.
 This helps in
advancing innovative
an imaginative ideas.
and requires both
financial and social
backup to conduct.
 Often it results in
hiring incompetent
workforce that is not
positive for the
company.
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Task 2
a) Write a job advertisement for the role
Woodhill College is currently looking for a well qualified and experienced Lecturer in
Accountancy, they are looking for someone who is very flexible, passionate and motivated about
the subject, is a good team worker but can also work autonomously whenever required. The post
of the Accountancy Lecturer will be offered within the Woodhill College. The college is looking
for an outstanding Lecturer who can enthuse and motivate students in this subject and is able to
ensure that the students reach their full potential. This is an excellent opportunity to join a well
developed and growing team of highly experienced, professional and committed lecturers who
have a good track record of success. The candidate can explore the opportunity and build their
career with a well reputed college and help the students to build a successful future.
b) Identify suitable platforms to place the advertisement
The job advertisement prepared by the management should be posted on accurate platform that
will help the organization in attracting the, most suitable and experienced candidate for the
desired position (Hales et al., 2016). Many different platforms are available for advertisement
purpose that Woodhill College can use to advertise about the job vacancy. They can use the
different job portal that are available that will help them to reach out various candidates that are
in search for a job in the similar field, the candidate can read about the vacancy and respond to
the college. Apart from the job portals, the college can also advertise about the job vacancy on
different social media platforms, this will help them to reach out to many different candidates as
the social media is used by a huge number of people and is the most trending factor in the
present world. The college can also publish about the job vacancy on their website in the career
section this will allow them to receive application of the interested candidates from which they
can shortlist the most suitable ones. The short listed candidates will be interviewed by the
management and authorities of the Woodhill College, the interview will assist the management
to select the most qualified, skilled and experienced candidate that will provide them efficient
services and help to enhance their business.
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c) Prepare a job description and person specification for the role
The Woodhill College is looking for a lecturer in accountancy; the following are the job
description and person specification that is required by the college.
a) Job Specification:
Designation: Lecturer
Company: Woodhill College
Contract: Permanent;
Shift: General shift
Job responsibilities
1. Teach, asses and examine the students in the undergraduate program.
2. Supervise all the students’ projects in the undergraduate level
3. Advising the students and providing them with learning support
4. Support and provide the module leadership within the undergraduate levels.
5. Assist in the development of research base within the accounting department.
6. Develop and plan new courses and enhance the existing courses within the department.
7. Undertake the appropriate administrative and management tasks of the department.
Criteria for candidate selection
1. 1st degree and a Masters degree with one being in the relevant academic discipline or some
equivalent qualification such as Professional Accounting qualification
2. A teaching qualification of any level will be desirable criteria.
3. Experience in the teaching field is required, experience in delivering training and seminars.
4. Some work experience in the Accounting, Business or relevant field is required.
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5. Experience of budget management is requires.
The interested candidate should possess the above-mentioned criterions in order to apply for the
existing vacancy within the Woodhill College and the candidate should be able to perform all the
mentioned responsibilities.
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PART 2
Task 3
a) Explain the difference between training and development.
Topic Training Development
Definition Training can be referred to
any planned short term
process of changing the
individual through a learning
experience that will be
beneficial for any organisation
to fulfil its objectives.
Development can be termed as
a long term process that is
designed to ensure a proper
enhancement of prospective
and efficiency of an
individual. the growth of
understanding of a person’
ability to finally be able to
work for the organisation’s
profit can be called as
development.
Purpose The actual purpose of training
in a working atmosphere is to
develop the abilities of a
person to satisfy the needs and
fulfil the objectives. Training
is significant in making the
job performance progress
directly.
The actual purpose of
development on the contrary is
to gain managerial
effectiveness through
undergoing a planned and
deliberate process of learning
and getting enriched in various
ways with time.
Characteristics  Training is focussed on
developing new skills.
 training is conducted
to make the employees
 Development on the
contrary is a long term
investment plan in
human resources.
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