HND Business HRM: Recruitment, Training, and Employee Relations

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on recruitment, training, and employee relations within the context of Woodhill College, Tesco, and ITV. The report begins with an introduction to HRM and its importance in organizational success, followed by an examination of workforce planning, recruitment, and selection methods. It delves into the strengths and weaknesses of internal and external recruitment, providing practical examples. The report then explores various HRM practices, including job advertisements, job descriptions, and person specifications. The second part of the report focuses on training and development, discussing its benefits and differences from development, and how these practices contribute to achieving organizational goals, using Tesco as a case study. Finally, the report assesses the importance of employee relations, key elements of employee legislation, and the impact of these practices on organizational performance. The report concludes with a summary of key findings and recommendations for effective HRM implementation.

HUMAN RESOURCE
MANAGEMENT
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Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose and function of HRM applicable to workforce planning..........................................3
P2 Strength and Weakness of different methods of recruitment and selection ...........................4
P7 Detailed application of different Human Resource Management Practices ..........................5
TASK 2............................................................................................................................................9
P3 Benefit of different HRM Practices .......................................................................................9
P4 Effectiveness of different HRM practices in terms of raising profit.....................................11
TASK 3..........................................................................................................................................11
P5 Assess the importance of employee relation ........................................................................11
P6 Key elements of employee legislation .................................................................................12
CONCLUSION .............................................................................................................................13
REFERENCES .............................................................................................................................15
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INTRODUCTION
Human resource management is the essential and important part of the each and every
organization. Without this company cannot achieve long term and desire goals of business entity
in limited time period. Role of human resource manager is to recruit and select knowledgeable
and skills candidates who are easily increase turnover and sales of the enterprise (Chelladurai,
2015). In simple words, means of HRM as to employing person, creating their essential
resources utilizing, compensating and maintaining their services or facilities in move with the
organizational and job requirements with a thinking to participate to the target of the company,
personal and the society. In this HR manager ensure to enhance the profitability and productivity
of company.
This report is based on three different organization such as TESCO, WOODHILL
COLLEGE and ITV. This assignment shown different kind of purpose and function of HRM.
There are different method of recruiting and selecting talented candidates such as external and
internal. Human resource practices also help the manger in order to maintain long term relation
with workers, it is also described in this study. Employee relation is beneficial for the enterprise
to improve their productivity and effectiveness effectively. Different kind of employment act
also determined in this project which effect on entire performance of company and individual.
TASK 1
Case Study: Woodhill College
This case is explaining the needs of hiring new personnel in the Woodhill College. Since, the
college is growing rapidly it is become important to fill all vacancies and opening in best
possible manner. Currently, the college relies on hiring through single method i.e. advertising on
its official website which is not sufficient in terms of hiring talented employees. Also the college
is facing problem in context of formulating its current and existing needs, thus no clear or
defined HR strategy. The solution is to open the gate in context of hiring and selecting
employees.
P1 Purpose and function of HRM applicable to workforce planning
Workforce Planning can be defined as continuous process that links the priorities and need of
business enterprise related with its employees so to achieve the organizational objective in an
effectual manner. It is a vital function of HRM and it basically deals in analyzing and examine
the needs of company in term of size, knowledge, skills, competency of its personnel to
accomplish its given or specified objectives. Most of the firm often used this term as a strategy
mostly used by employers and managers to anticipate the needs of employee in most significant
manner.
The main purpose of workforce planning is to put right people on right job with adequate
skills and knowledge as per the requirement of job. In simple words, Workforce Planning refers
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to the deals with getting right number of candidate who possess right knowledge and competency
as per the given job requirement (Huselid, 2011). Human resource, strategic planning and budget
are the main players of workforce planning. It is a systematic organizational process that laid
stress on planning ahead so to avoid any uncertainty or future contingency. As it has been said
that it is better to be prepared in advance rather than being surprised or shocked. Thus, in order to
manage future effectively and systematically, organization used workforce planning. As
Woodhill College is having no clear strategy related to its future and current needs, workforce
planning assists them in formulating those strategies in a constructive and cost efficient manner.
HR managers plays vital role in framing and implanting workforce planning in the business
practices (Meredith, 2014). Their main role is to organize the personnel in an effective manner so
that they achieve firm’s objective in a structured manner. Following are the roles of HR
Manager:
1. Working Together: The success and growth of any business enterprise depends upon how
collectively they work and generate immense revenues and profits. Moreover, if workers
work with co-ordination and co-operation it gives rise to healthy and positive atmosphere
which retains them for longer period of time.
2. Commitment Building: HR Manager also aid in formulating effective strategies mainly
concerned with increasing the overall productivity and efficiency of workforce. This
initiates with when company assign task to individual as per their skills and requirement.
P2 Strength and Weakness of different methods of recruitment and selection
Recruitment and Selection are both considered as the vital part of Human Resource
Management. Recruitment refers to the process of stimulating or attracting large pool of
applicants so that they can apply for job in the respective organization. In simple words it means
finding the most qualified and talented personnel for the business enterprise who with strong
efforts and determination led to attain the objectives or goals of firm in an effectual manner. On
the contrary, Selection can be describes as selecting or choosing best candidate from the pool of
applicant. Basically it deals with choosing candidate that possess right skills & education as per
the job requirement. Business Enterprise possess the ability to deal with various approaches of
recruitment and selection in broader aspect. It is mainly categories as Internal and External.
Below mentioned are the key strength and weakness of each method:
Internal Source of Recruitment and Selection: Under this, Woodhill College normally select or
chose personnel within the college premise. This is mainly done via transfer or promotion. This
method promotes higher confidence and motivation among existing employees or workforce
(Berman, 2016). Following are the strength and weakness of this method:
Strength Weakness
 It is an easy and flexible process
 Promotes higher motivation among
 Lacks of innovation and creativity
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existing personnel
 It focuses on reduces the training time
and cost associated with it.
 Reduces the risk or uncertainty of
hiring gambled or bad employee.
 No orientation or induction needed as
employees are already familiar with the
working environment.
 Lack of fresh talented
 Filling an opening or vacancy gives rise
to other vacancy. This ultimately
increase the burden of business
enterprise.
 There are certain situation when
existing employees are not suitable for
the vacant opening or position.
External Source of Recruitment and Selection: Under this method, HR Manager of college hires
or select candidate from outside the business premises. This means that they are selecting
employees from job portals, direct recruitment, third party sourcing, employment exchange etc.
Following are the strength and weakness of this source of recruitment and selection are as
follows:
Strength Weakness
 Widen the choice of selecting the best
candidate from the pool of applicant.
 Encourages creativity and innovation
 People who are selected possess higher
knowledge, skills and abilities as
compared to existing employees.
 Reduce the possibility of partiality.
 New employee or candidate bring fresh
and unique ideas that shapes the
functioning of entire organisation in an
effective and efficient manner.
 Costlier process
 Time and Energy consuming Process
 Higher chances of disputes between
exiting and new employee.
 Reduce the chances of promotion
which may adversely affect the existing
employees.
P7 Detailed application of different Human Resource Management Practices
A) Job Advertisement
JOB OPPORTUNITY
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Woodhill College is looking for skilled and talented candidate for the vacancy of Lecturer,
available in South Africa.
JOB DETAILS:
Post: Lecturer in Human Resource Department
Salary Range: $15000-20,000$
Type: Permanent
Job No: D001564
JOB DESCRIPTION
Purpose of the Job
 To enhance the knowledge of students in the area of human resource management.
 Render practical experience to students related with how to deal and manage the various
HRM issues and conflicts occurs frequently within the business premises.
 Focuses on improving the education standard of university or college.
Main Roles and Responsibilities
 Improves the overall performance of students.
 Stimulate the interest of all students towards the respective subject
 Provide ample opportunities to students so that they can enhance their knowledge.
Qualification and Skills Needed
 Master degree rather MBA or PGDM specialized in Human Resource Department
 Great leadership and communication skill
 Expert in handling Ms-Word and Excel
Experience Required
 At least three years of experience is required in the same field from recognised
university and opportunity.
 Possess greater knowledge in the aspect of Human Resource.
Interested Candidates are require to drop their resume on college website
“www.woodhillcollege.uk.in” within 15 days of advertisement. For further assistance or
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query, call at 55653453436
B) Different channels or sources of Advertisement
Woodhill College has used various channels of promotion or advertisement for marketing about
its currency vacancy. Below mentioned are the list of channels used by the HR Manager of
Woodhill College:
 Print Media such as newspapers, magazines, leaflets etc.
 Taking the advantage of technology and Internet, they have advertised on social
networking sites such as Facebook, twitter
 Link with job portals
 Digital Media
C) Job Description and Person Specification
Job Description
Organisation Name Woodhill College
Job Designation Lecturer
Location Pretoria, South Africa
Reporting To Principal
Roles and Responsibilities  Improve the knowledge of students in the area of
human resource and its practices
 Contribute effectively towards increasing and
enhancing the performance of both college and
student.
 Stimulate the interest of students towards the
particular subject.
Working Hours 10: 00am to 5:00 pm
Salary 15000- 20000 Dollars per month
Working Facilities Providing flexible working hours, compensation and
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benefit, Yearly holiday
Person Specification
Name: MNP
Contact no.: 53655644
Email: [e-mail]
Qualification:
PGDM/MBA University 88.00%
Graduation University 76.00%
Senior Secondary Education London school 89.50%
Secondary education London school 81.50%
Personalized information
Father's name: XYZ
Mother's name: KLO
Achievements:
 Awarded as star performer of the month.
 Performance Appraisal
TASK 2
Case Study: The given case is about how effective training and development contributes
immensely towards achieving TESCO’s goals and objective in a significant manner. It also
describes the various efforts of TESCO towards retaining their employees for longer period. Its
structured training and development approach serves as a base or foundation for continues
growth of their workforce.
P3 Benefit of different HRM Practices
A) Difference between training and development
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Workforce Training and Development are considered as an inseparable part of HR management
and functions(Harzing, 2015). Both aim at enhancing the productivity and performance of a
personnel which is beneficial is for its personal and professional growth. Training refers to the
program framed by business enterprise to develop skills and knowledge in the workers as per the
requirement of specified job. On the other hand, Development refers to an organized activity via
which employees of an organization grown and learn. Basically it is a self-assessment
methodology.
In training, the workers are imparted technical skills and knowledge concerned with
particular job and laid stress on improving the potential & abilities of employees. On the
contrary, development is a kind of educational process which mainly emphasize on the maturity
and growth of staff members. Below mentioned are the key differences between training and
development:
Basis Training Development
Meaning It is learning process that
provides ample opportunity
to employees to develop
competency, skill and
knowledge as per the job
requirement.
It is an educational process
that deals in overall growth of
workforce.
Term It is for short-term It is for lifelong; long-term
Focus On Present needs Both present and future needs
Orientation Job-Focused Career-centered
Motivation They are motivated by their
trainer
They are motivated own their
own.
Objective To enhance the efficiency and
productivity of employees.
To prepare workers for future
contingency and challenges
Aim Their aim is specific, mainly
related with the requirement
of job.
Their aims are generally
conceptual.
B) Needs and methods of training used by TESCO
Training is defined as the acquisitions of knowledge and skills that helps in improving
employees so that they can perform better. Every organizations focus on developing individual
behavior as well as their performance in appropriate manner. It generally organize for the various
purpose such as increasing their sense of ownership in the business, to make them more
productive and flexible so that they can meet desired expectations of internal and external
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customers and their needs. In this, new skills and abilities can empower staff for making
effective decisions.
Identification of training needs: Training needs are usually identified once the company is done
with setting up their goals and objectives. The main aim of TESCO is to diverse and expand their
business operation in untouched market so to gain higher competitive edge and capture great
market share. Apart from diversification and expansion in international market, TESCCO
identifies training needs through the following:
1. Organizational Analysis: Requirement of training arises once the firm done with setting
up their objectives. It's main aim is to identify which areas require training so it results in
increasing effectiveness and efficiency of organization. It mainly includes analysis of
goals and objectives, analysis of resource utilization, working environment analysis etc.
2. Task Analysis: Under this, TESCO determines what specific training is required to
enhance the skills and knowledge of a personnel.
3. Manpower Analysis: As TESCO believes in putting right people on right place with right
skills and knowledge. This enable them to critically analyses their skills and identify the
areas which requires improvement. This results in enhancing their overall efficiency and
productivity.
Tesco plc has its flexible structure approach for training and development which adopt by the
individual as per their requirements. An organizations generally focus on the training program
for enhancing the employee skills, knowledge and abilities (Wilson, 2016). They used
performance appraisal methods for analyzing training needs as well as identify learning
assessment and organize such programs at the workplace. Tesco use both on and off the job
training methods for providing training to their employees and these are as following:
On the Job Training: Under this method, TESCO provides training to its employees at
workplace. Following are the list of methods used by TESCO.
Shadowing: In this method, employer provide training to those employees who are
performing already there or the job. In such program, trainee learn particular work as how a task
exactly is being perform. But it can interrupt the daily performance of the organizations.
Mentoring: in this, expert staff provide guidelines to the employees regarding a specific
task as they advice them that how to perform the work in appropriate manner.
Coaching: in this method, Tesco appoint a staff member as well as the manager that helps
to new trainee by providing guidelines and inspirations for performing the task.
JOB Rotation: In this method, experienced person enhance the knowledge of trainee by
providing them information related with different roles. This enable them to widen their
knowledge area of different fields or task.
Off the Job Training: TESCO has designed its own off the job training program known as The
A-level Training Program. This method is mainly emphasize on rapid development and growth
of personnel. For example; converting new trainee into manager within the period of 6 months.
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The main purpose of this is to provide growth and maturity to personnel within a short time
period.
c) Benefit of systematic approach to training and development
In TESCO, if the management will implement good training and development
programmers then they will be able to make the employees more efficient and they will be able
to achieve their goals and objectives in an effective manner. Since TESCO is a big organization
and having their stores in so many countries so the employees who are working their also
belongs to various other cultures and backgrounds. So, it is very necessary for them to grow their
skills and capabilities so that they can achieve their goals in an effective manner (Broklyn,
2014).
Importance of training for employees:
 Increase overall productivity and performance of employees which is advantageous for
their professional and personal growth.
 Increase the motivation of personnel that enables them to work hard and retain with the
organization for longer period.
 Upgraded knowledge and skills builds self-esteem in them and makes them more
effective.
 It reduces the chances of accident and mistakes.
Importance of training for employer:
 They can also accept and assign roles and responsibilities to the new recruited
employees in an appropriate manner
This also leads to motivating the employees as their skills will be developed and they will
feel more confident than earlier as they have become more capable and competent.
 It makes them valuable and associated
 Assist in framing better decision making policies and strategies which further help
in attaining business objective in a significant manner.
Benefits of systematic approach to training and development are as follows:
1. Organized Approach: TESCO systematic approach laid stress on increasing the
performance and efficiency of employees in a constructive manner. They provide collective
training to people from different backgrounds with an objective of delivering identical
understanding.
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2. Responsibility and Clarity: This approach focuses on delivering transparent
communication that develops better understanding and communication between employee and
employer.
3. Hand On design: Each and every business enterprise has its own expectation, jobs and
protocol to fulfill. This approach is successful as it renders excellence services in terms of
providing training and development that results in yielding higher profits and revenue.
Experienced employees knows what exactly they need communicate in training process.
P4 Effectiveness of different HRM practices in terms of raising profit
HRM practices plays an important role in raising the profits within the organization and
its productivity (Alfes, 2013). It is required to implement the different HRM practices in the
company that helps in contributing huge profits and productivity by using following perspectives
such as:
Innovative and high performing employees: HRM support in promoting innovative
environment and motivate the employees for better facilities so they contributes in increasing the
profits and productivity as well. Training is very beneficial for TESCO because through this they
can modify the values and attitudes of staff members and also helps in encouraging effective
relationship between the employees of the company. Along with this. It will also considered
that the management of TESCO will have to monitor the performance of individuals so as to
know their growth towards the objectives.
Effective directions setting and execution: in this, manager and leaders play vital role for
setting the direction, purpose, priorities, goals as well as roles of workforce. HRM helps in
recruiting the appropriate manager for the right place. They lead the organization as the superior
place with profits and productivity.
TASK 3
Case study: ITV
It is necessary to have healthy relation among employer and employee as it assists in
increasing productivity as well as profitability of the company. It facilitates in managing good
surroundings at work place so that conflicts can be avoided that takes place in organisation.
Various methods are use by ITV in order to increase engagement of employees in activities of
business which ensures its success.
P5 Assess the importance of employee relation
It is necessary for every business concern to maintain healthy relationship with employees. This
highly contributes in growth and success of the company as employees are the essential assets of
and if they are happy and motivated, they work in better way. Relationship between employer
and employee directly influence the productivity and profitability of company. So, it is necessary
for manager of ITV to maintain healthy and strong relationship among them.
Their strong relationship increase the motivation level of their workforce which enables
them to work more effectively and efficiently towards achieving overall objectives & goals of
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