HRM Report: HRM Strategies for Recruitment, Selection, and Training

This report provides a comprehensive analysis of human resource management (HRM) practices, focusing on recruitment, selection, workforce planning, employee training, and employee relations. The report begins with a case study of Wood Hill College, examining its recruitment and selection processes, and the factors influencing the need for recruitment, including expansion and employee turnover. It explores internal and external recruitment sources, the recruitment process, and selection methods. The report then shifts to workforce planning, outlining its purpose and the role of the human resource manager. Further, the report includes a job advertisement and job description for a senior lecturer in HRM, along with details on skills, qualifications, and suitable advertisement channels. The final sections of the report delve into employee performance, development, and reward, with references to Tesco, and discusses the importance of training and development. The report also covers employee relations, drawing on examples from ITV, emphasizing the significance of maintaining good employee relations and their influence on HR decisions.

Running head:HRM 1
Human Resource Management (HRM2001S)
Student
Course
University
Date

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EXECUTIVE SUMMARY
Most of the HR functions like recruiting and selecting process, employee career development
and employee performance are very vital for the success of the organization. Human resource
managers should ensure that these functions are useful to realize organizational growth and
development.

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Table of Contents
TASK 1.......................................................................................................................................................5
Recruitment and selection.........................................................................................................................5
Case study: wood hill college....................................................................................................................5
INTRODUCTION.....................................................................................................................................5
RECRUITMENT.......................................................................................................................................6
FACTORS AFFECTING THE NEED FOR RECRUITMENT............................................................6
EXPANSION AND GROWTH OF THE COLLEGE............................................................................6
EMPLOYEE TURNOVER.......................................................................................................................6
POTENTIAL SOURCES OF CANDIDATES FOR RECRUITMENT FOR WOOD HILL
COLLEGE.................................................................................................................................................6
INTERNAL RECRUITMENT.............................................................................................................7
Advantages of internal recruitment.....................................................................................................7
DISADVANTAGES OF INTERNAL RECRUITMENT...................................................................7
EXTERNAL SOURCES OF RECRUITMENT..................................................................................8
ADVERTISEMENT..............................................................................................................................8
USE OF RECRUITMENT BODIES..................................................................................................8
LEARNING INSTITUTIONS..............................................................................................................8
RECOMMENDATIONS......................................................................................................................9
ADVANTAGES OF EXTERNAL RECRUITMENT.........................................................................9
DEMERITS............................................................................................................................................9
THE RECRUITMENT PROCESS TO BE ADOPTED BY WOOD HILL COLLEGE..................9
SELECTION............................................................................................................................................10
SELECTION METHODS...................................................................................................................11
STEPS IN SELECTION.........................................................................................................................12
WORKFORCE PLANNING (HUMAN RESOURCE PLANNING)..................................................13
PURPOSE FOR WORKFORCE PLANNING.................................................................................13
HUMAN RESOURCE MANAGER'S ROLE IN WORKFORCE PLANNING AND
RESOURCING........................................................................................................................................14
TASK 2.....................................................................................................................................................15
SENIOR LECTURER IN HUMAN RESOURCE MANAGEMENT..............................................15
Skills for the job...................................................................................................................................15
Qualifications....................................................................................................................................15

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A job advertisement for the position of a senior lecturer in human resource management in wood
hill college.................................................................................................................................................16
SUITABLE ADVERTISEMENT CHANNELS....................................................................................17
JOB DESCRIPTION AND PERSON SPECIFICATION FOR THE HUMAN RESOURCE
MANAGEMENT SENIOR LECTURER..............................................................................................18
Job specification...................................................................................................................................19
PART 2- EMPLOYEE PERFORMANCE, DEVELOPMENT, AND REWARD..............................21
REFERENCE - TESCO......................................................................................................................21
INTRODUCTION...............................................................................................................................21
TASK 3.....................................................................................................................................................22
THE DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT.........................................22
HOW THE EMPLOYEE TRAINING NEEDS ARE IDENTIFIED...................................................24
Several Training Needs Assessment technique......................................................................................24
IMPORTANCE OF HAVING A SYSTEMATIC TRAINING AND DEVELOPMENT
APPROACH FOR TESCO.....................................................................................................................25
TO THE EMPLOYEES.........................................................................................................................25
EFFECTIVENESS OF TRAINING AND DEVELOPMENT IN TESCO ABOUT THE DELIVERY
OF RETURN ON INVESTMENT.........................................................................................................26
SECTION 3- EMPLOYEE RELATIONS.............................................................................................27
REFERENCE ORGANIZATION- ITV............................................................................................27
EMPLOYEE RELATIONS....................................................................................................................27
IMPORTANCE OF ITV TO MAINTAIN GOOD EMPLOYEE RELATIONS................................27
INFLUENCE OF EMPLOYEE RELATIONS ON HR DECISION...................................................29

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TASK 1
Recruitment and selection
Case study: wood hill college
INTRODUCTION
Wood Hill College is experiencing a shortage in the teaching staff, and through workforce
planning, the college has identified some of the skill gaps that need to be filled (Armstrong and
Taylor, 2014). The college has decided to post an advertisement for the job in an advert website
which is the primary medium used. Through Human resource planning, the college was able to
plan for the recruitment process to attract applications of interested individuals to apply for the
position (Jamali, El Dirani and Harwood, 2015). The need for recruitment was as a result of high
staff turnover within the college (Abraham et al., 2015). This implied that the employees in the
college might not have been satisfied with the conditions at the place of work hence ended up
leaving the institution to seek for greener pastures somewhere else. According to Arulrajah,
Opatha, and Nawaratne (2015), various issues need to be addressed in the college to enhance
employee retention and acquisition of the best employees to the organization. The human
resource manager has to: formulate clear human resource strategies that shall strengthen
employee retention within the organization, the human resource manager has to apply a variety
of recruitment means to increase the chances of obtaining the more skilled employees to occupy
various positions within the organization (Cristiani and Peiró, 2015). I am going to discuss the
following in order to add value to the existing human resource practices in the college: various
recruitment sources that the college can use to fill the vacant positions rather than just relying on
online advertisement, the recruitment process that the college shall apply in order to fill the
vacant positions, human resource planning to enable the college appreciate this human resource

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function and make it useful to facilitate timely acquisition of the desired workforce and the
selection function to allow the college to select the best candidates to ensure achievement of the
desired objective(Shailashree and Shenoy,2016).
RECRUITMENT
This refers to the process where organizations search for the candidates to fill various vacant
positions and attract them to apply for the jobs (Chang and Chin, 2018).
FACTORS AFFECTING THE NEED FOR RECRUITMENT
According to Collings et al. (2018), various elements create the need for recruitment in an
organization, for instance, in wood hill college multiple factors have resulted for the recruitment
decision by the college. These factors are:
EXPANSION AND GROWTH OF THE COLLEGE
The college is expanding; hence there might be a need for the introduction of new courses which
automatically shall lead to the need for more tutors hence the recruitment.
EMPLOYEE TURNOVER
The rate at which the employees are leaving the college is high hence the need for recruitment of
the new staff to fill the vacant positions

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POTENTIAL SOURCES OF CANDIDATES FOR RECRUITMENT FOR WOOD HILL
COLLEGE
Su and Yang (2015) state that there are mainly two sources of recruitment for the college which
are internal sources and the external sources.
INTERNAL RECRUITMENT
This is the recruitment which takes place within the organization (Chytiri, Filippaios, and
Chytiri, 2018). Since the college is experiencing a high turnover rate, the chances are high that
there are employees who play crucial administrative roles who might leave the organization.
Internal sources include transfers, promotions through internal job postings and re-employment
of ex-employees (Nikolaou and Ostrom eds., 2015).
Advantages of internal recruitment
It is cheap
Less time consuming
No in-depth interviews required for the candidates
Source of motivation for the employees because their capabilities are recognized when they are
offered promotions.
Enhance easy evaluation of the candidates by the employer.

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DISADVANTAGES OF INTERNAL RECRUITMENT
Leads to inbreeding which discourages new blood from joining the organization
The internal sources may be exhausted making it difficult for the organization to acquire the
required employees to fill the position when it is too urgent.
There is a lack of new ideas which are usually brought by external people to the organization.
EXTERNAL SOURCES OF RECRUITMENT
According to Glaister et al. (2018), this is where the individuals to occupy various positions in
the organizations are solicited from outside the organization. The external sources include:
ADVERTISEMENT
There are multiple means of publication which are: online advertisement like the one used by
Wood Hill College, use of posters, newspaper adverts, etc.
USE OF RECRUITMENT BODIES
Recruitment bodies that offer recruitment services for the organizations that require new
employees at a fee.

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LEARNING INSTITUTIONS
The organization can send a request for interns for various positions from teaching institutions,
such students are trained and later employed by the organization.
RECOMMENDATIONS
The present employees can recommend individuals they know who can perform decidedly better
in the vacant positions hence those individuals are contacted and employed.
ADVANTAGES OF EXTERNAL RECRUITMENT
What employees hired from outside can bring new insights and perspectives to the organization.
It gives the organization an opportunity to access a variety of talents.
It enables the organization to obtain employees with the required skills.
DEMERITS
More time consuming
It is costly as various expenses are incurred.
The employees need more time for orientation hence delay in the start of work

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THE RECRUITMENT PROCESS TO BE ADOPTED BY WOOD HILL COLLEGE
According to Greiner (2015) the recruitment process follow the following steps:
IDENTIFICATION OF THE VACANCY
The recruitment process begins by the Human Resource department receiving requisitions for
recruitment from any department within the organization.
PREPARATION OF THE JOB DESCRIPTION AND SPECIFICATION
The details for the job is outlined to enable the potential applicants to access their skills and
apply for various positions within the organization.
DETERMINATION OF RECRUITMENT SOURCES
The organization identifies the potential sources for recruitment
SELECTION
The concerned department short-lists and identify the prospective employees with the required
characteristics required for the job.
INTERVIEW
The selected candidates are interviewed by a chosen panel to access their knowledge and critical
thinking skills.
OFFERING OF THE JOB
Once the candidate excels, he or she is offered the job.

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SELECTION
This refers to the procedure of identification of a potential candidate for the job from several
candidates who apply for the job.
SELECTION METHODS
There various selection methods which are generally used to obtain the best candidate for the
vacant position. They are:
USE OF APPLICATION FORMS
The written information about the applicants is collected via the forms filled. Such information
may be education background, previous work experience, etc.
INTERVIEWS
Various types of interviews that can be used are:
Individual interviews
This involves face-to-face discussion with the candidate and provides the best opportunity to
ensure close contact between the interviewer and the candidate.
Panels for an interview.
A group of individuals from the specific field interview the candidates.
Assessment centers
Candidates are assembled, and a range of assessment techniques are used over a given period to
obtain the suitability of individual members of the group.

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GRAPHOLOGY
This is a method of concluding a candidate's handwriting about his or her personality as a basis
for predictions about future performance in a role.
STEPS IN SELECTION
According to Petty, Manroop, and Linton (2015), the following are the main steps used during
the process of selection:
QUALIFICATION INTERVIEW.
It is primarily purposed access the qualifications of the applicants hence doing away with
candidates who never satisfy the recruitment team
SELECTION TESTS
The tests can be: aptitude tests, personality tests and ability tests which are conducted to judge
how well an individual can perform tasks related to the job.
EMPLOYMENT INTERVIEW
Various types of interviews may be conducted, e.g., formal, informal, structured and semi-
structured.
REFERENCE AND BACKGROUND CHECKS
They are usually conducted to verify the information provided by the candidate.
SELECTION DECISION
The final decision has to be made for the applicants who have passed all the tests.