Human Resource Management Report for Woodhill College

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on workforce planning, recruitment, training and development, and employee relations. The assignment examines these concepts through the lens of three different organizations: Woodhill College, Tesco, and ITV. The report begins by exploring the purpose and role of an HR manager in workforce planning and resourcing, as well as the strengths and weaknesses of different recruitment and selection approaches. It then presents a job advertisement, identifies suitable platforms for placement, and includes a job description and person specification. The report further delves into training and development, comparing training and development and discussing training needs identification, methods used by Tesco, the benefits of a systematic approach, and the effectiveness of training practices. Finally, it addresses the importance of employee relations, its influence on HR decision-making, and the key elements of employment legislation. The report concludes with a summary of the findings and a list of references.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
(a) Purpose and role of HR manager regarding workforce planning and resourcing for
Woodhill College....................................................................................................................1
(b) Explaining strengths and weaknesses of different approaches of recruitment and selection
................................................................................................................................................1
TASK 2............................................................................................................................................2
(a) Job advertisement for the role...........................................................................................2
(b) Identify suitable platforms to place the advertisement.....................................................2
(c) Prepare job description and person specification..............................................................3
TASK 3............................................................................................................................................4
(a) Difference between training and development.................................................................4
(b) Training needs identification and methods used by Tesco...............................................5
(c) Benefits of systematic approach to training and development.........................................5
(d) Effectiveness of training and development practices of Tesco.........................................6
TASK 4............................................................................................................................................6
(a) Importance of employees relations and its influences on ITV’s HR decision making.....6
(b) Identifying key elements of employment legislation and its influence on ITV’s HR
decision making......................................................................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human resources' management is the strategic approach to effective management of
workers and helps to gain competitive advantages (Dekking, van der Graaf and van Delden,
2014). This present assignment is based on Woodhill colleges, Tesco and ITV. They are dealing
with education, retails and technology respectively. The study will discuss purpose and role of
HR manager regarding with workforces planning and strengths and weaknesses of different
approaches to recruitment and selection.
TASK 1
(a) Purpose and role of HR manager regarding workforce planning and resourcing for Woodhill
College
Workforce planning is a tool used to plan staffing levels effectively within budget in the
company. There are many purposes of planning and HR manager is playing roles regarding
workforce and resourcing.
Purpose:
Define Job Roles and Responsibility: The purpose of workforces planning is to identify and
define roles of job in all department. The HR manager of Woodhill College is to plan for
workforces relating to faculties of different departments and other responsibilities (Ganesan,
Antony, and George, 2018).
Increase Efficiency in HR: The purpose is to increase efficiency of workers in business. The
HR manager is providing training to employees for developing skills and knowledge.
Roles:
 The HR manager is to improve skills and knowledge of employees for effective planning
of workforces.
 They select suitable candidates for job position.
(b) Explaining strengths and weaknesses of different approaches of recruitment and selection
Internal Recruitment: The HR manager is to recruit existing employees of Woodhill
colleges. It includes transfers, promotions, job rotations etc. (Internal Recruitment., 2016).
Strengths:
 To develop skills and knowledge of employees.
 Providing opportunity for taking higher responsibilities from current job.
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Weaknesses:
 Potential applicants are limited.
 No opportunity to new candidate for job vacancies.
External Selection: The manger is to select candidate from external sources. It includes
advertising, agencies, colleges etc. (Hales and Clarke, 2016).
Strengths:
 Adopting new ideas from selecting applicants who helps to achieve targets.
 Finding the best candidates for larger pool of workers.
Weaknesses:
 More time and money consuming in advertising process.
 It is a long process for selecting candidates.
TASK 2
(a) Job advertisement for the role
THE WOODHILL COLLEGE, SOUTH AFRICA
HIRING OF LECTURER
Application are inviting for the lecturer having age more than 25 years as on 13-08-2018 in
education physics, Mathematics, Chemistry, Biology, English for hiring as lecturer on contact
basis.
Applications along with detailed CV, attested copies of educational certificates and relevant
credentials can be sent to the official address i.e. The Registrar, Woodhill College on or before
13-08-2018 during office hours.
Registrar
The Woodhill College South Africa
The Woodhill College, England UK.
Web: www.woodhill,edu.pk. Tel: [phone]
(b) Identify suitable platforms to place the advertisement
The company is to place advertisement for job position on social media, company
websites and newspapers.
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Social Media: The organization is to implement advertisement of job position on social
media. As every person is using social media like Facebook, Twitter, YouTube, etc. so, it helps
to create opportunities for people (Kumar, Boesso and Michelon, 2016).
Company Website: The enterprise is implementing advertisement on their website. They
should give all correct details of company like address, contact number and other information. So
that, applicants can easily register for job and collect all details regarding organization.
Newspapers: The firm is to use newspaper for advertising of job position. It is also helps
in creating opportunity of job positions. So that, company should give accurate information
regarding firm and job positions.
(c) Prepare job description and person specification
JOB DESCRIPTION
Woodhill College
England, UK
Tel: [phone]
Web: www.woodhill,edu.pk.
Job Title: Lecturer
Key Responsibilities:
 Planning and preparation of lectures.
 Assessing and checking of student’s work.
 Attending the staff meetings.
 Maintaining own professional development.
 Provide pastoral care and support students.
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PERSON SPECIFICATION
Job title: Lecturer
Date: 12 August, 2018
Qualification
Ph.D.
Membership in professional
organization
Essential
√
Desirable
√
MET
Skills
Communication Skills
Interpersonal Skills
Time Management
Supervise Academic work
Essential
√
√
Desirable
√
√
MET
TASK 3
(a) Difference between training and development
Basis Training Development
Meaning It is the learning process where employees
get opportunity to develop their skills and
knowledge.
It is educational process which
is obsessed with overall
growth of employees.
Process It is the long term process to increase
competencies.
It is short process for
developing skills and
knowledge.
Focus It is a process which focus on present time. It is the process which focuses
on future time.
Objectives The objective of training is to improve
employee’s performance (Kumar, Boesso
and Michelon, 2016).
The objectives of development
are to prepare for facing future
situations.
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Motivation The trainer is a person who gives
motivation.
It is to give self-motivation of
employees.
(b) Training needs identification and methods used by Tesco
The HR manager is to identify needs of employees through adopting different stages of
analysis of training necessity.
Organizational Needs: In this stage, manager is to examine training needs of the
employees in business. These needs are analysed for futures skills due to changes in products,
technology, machinery, teams and issue to economic and political elements (Identifying training
needs, 2018).
Task Analysis: In this stage, manager compares job requirements with skills and
knowledge of existing employees. They are establishing specific tasks which is to be performed
by employees for analysing the skills and knowledge. They are creating assessment centres, tests
and practical measuring of employees.
Individual Needs: The manager is to examine training needs of each employee in
workplace. This information is collected from performance appraisals and reviews. They are
giving feedback from employees for solving problems (Tavares, Sin and Amaral, 2016).
Training Methods:
Tesco is using job rotation, mentoring and coaching which includes on the job training
methods. They are using mostly job rotation in the process of training for employees by moving
through a series of related jobs.
(c) Benefits of systematic approach to training and development
Tesco is using systematic approaches to training and development which is beneficial for
employees as well as company (Dekking, van der Graaf and van Delden, 2014).
Benefits for Employees:
Analysing Needs: The systematic approach is beneficial for employees to analysis needs
to training and development of workers in workplace. By giving professional training and tasks,
manager is to analyse needs of workers.
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Implementing and Evaluating: This approach is helpful to scheduling classes,
conducting training programs for employees etc. Through this approach, manager is to
implement and evaluate training of workers.
Benefits for Company:
Improving Performance: It is beneficial to improve performance of employees as well
as the company. It helps for increasing standards, values of staffs and organization (Hales and
Clarke, 2016).
Goals and Objectives: The benefit of approach is to help in achieving goals and
objectives of company as well as employees.
(d) Effectiveness of training and development practices of Tesco
The training and development practices are effectively helpful to delivering return on
investment.
Benchmark against Competition: The company leaders are facing competitions.
Therefore, they are giving effective training and development to employees for facing the
competition and achieving goals of organization (Nathan, 2016).
Surveys of Employees: Through training and development, leaders are taking surveys
about employee’s learning skills and knowledge in company. It is a good source of information
regarding company’s performance and needs of staffs.
Align with Operating Goals: The effective training and development practices are
aligned with operating goals, better performance, productivity and return on investment, quality
and customers satisfaction.
TASK 4
(a) Importance of employees relations and its influences on ITV’s HR decision making
Employees Indiscipline: Company should maintain good relations with employees. It is
to help for improving indiscipline activity of staffs in the organization. It includes changes,
behaviour, slow performance and grievances (Rees and et.al., 2018).
Employees Grievances: The firm is to give safe environment, fair treatment and proper
incentives to meet with employee’s needs. Employee relation is to meet expectation of workers.
It also influences HR decision making.
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Employees Stress: The employee’s relation is to improve performance while employees
fail to meet their expectations. It includes self-respect, execution and personal as well as career
goals. The stress of employees is to influence their work in company.
Employee Engagement: The employee’s relation is important for success of engagement
of employees. It is keeping relationship between management and workers in the company. It
may influence HR’s decision making (Tavares, Sin and Amaral, 2016).
(b) Identifying key elements of employment legislation and its influence on ITV’s HR decision
making
Equality Act, 2010: The company should follow this act in workplace. In this act,
requires equal treatment of employees regardless of protected characteristics of age, disability,
gender, race, sex and religions. The primary purpose of this act is to treat employees equally.
Health and Safety Act, 1974: The purpose of this act is to maintain health, safety and
welfare in workplace. Therefore, company should follow this act in their organization for
employees as well as customers (Rees and et.al., 2018). This act may influence the decision
making by HR in company.
Data Protection Act, 2018: The company is to follow this act for processing of personal
data of organization. The purpose of this act is to implement general data protection regulation.
CONCLUSION
From this report, it can be concluded that purpose and role of HR manager for
workforces planning and resources, strengths and weaknesses of different approach recruitment
and selection in the firm. It can be concluded job advertisement for the role and person
specification for role in organization.
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REFERENCES
Books and Journals
Dekking, S. A., van der Graaf, R. and van Delden, J. J., 2014. Strengths and weaknesses of
guideline approaches to safeguard voluntary informed consent of patients within a
dependent relationship. BMC medicine. 12(1). p.52.
Ganesan, M., Antony, S. P. and George, E. P., 2018. Dimensions of job advertisement as signals
for achieving job seeker’s application intention. Journal of Management Development.
37(5). pp.425-438.
Goodman, D., French, P. E. and Battaglio Jr, R. P., 2015. Determinants of local government
workforce planning. The American Review of Public Administration. 45(2). pp.135-152.
Hales, A. and Clarke, A., 2016. So you want to be a teacher educator? The job advertisement as a
construction of teacher education in Canada. Asia-Pacific Journal of Teacher
Education. 44(4). pp.320-332.
Kumar, K., Boesso, G. and Michelon, G., 2016. How do strengths and weaknesses in corporate
social performance across different stakeholder domains affect company
performance? Business Strategy and the Environment. 25(4). pp.277-292.
Rees, G. H. and et.al., 2018. New Zealand's health workforce planning should embrace
complexity and uncertainty. The New Zealand Medical Journal (Online) 131(1477).
pp.109-115.
Tavares, O., Sin, C. and Amaral, A., 2016. Internal quality assurance systems in Portugal: what
their strengths and weaknesses reveal. Assessment & Evaluation in Higher
Education. 41(7). pp.1049-1064.
Online
Identifying training needs., 2018. [Online]. Available through.:
<https://www.nibusinessinfo.co.uk/content/how-identify-staff-training-needs>.
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Nathan. A., 2016. 7 step for better training and development programs., [Online]. Available
through.: <https://www.shrm.org/resourcesandtools/hr-topics/organizational-and-
employee-development/pages/key-steps-for-better-training-development-
programs.aspx>.
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