Human Resource Management Report: Employee Recruitment and Selection

This comprehensive human resource management report analyzes key aspects of HRM within the context of Woodhill College and other organizations. The report begins with an overview of workforce planning and the role of HR managers, emphasizing the importance of recruiting the right talent at the right time. It then delves into the strengths and weaknesses of employee recruitment and selection processes, including internal and external recruitment methods, along with a sample job advertisement for a customer relationship manager. The report further explores employee performance, development, and rewards, contrasting training and development, analyzing the impact of customer expectations on training needs, and detailing training methods and benefits, including return on investment. Finally, the report examines the significance of maintaining positive employee relationships, including the elements of employment legislation and its influence on HR decisions. The report provides insights into the practical application of HRM principles, offering a valuable resource for understanding the complexities of managing human capital.

HUMAN RESOURCE MANAGEMENT
STUDENT NAME:
STUDENT ID:
SUBJECT NAME:
PROFESSOR NAME:
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Table of contents
Introduction......................................................................................................................................3
Part 1 – Employee recruitment and selection..................................................................................3
Task 1 – Knowledge........................................................................................................................3
1.1 Necessity of workforce planning and the role of HR manager of Woodhill College (M1, D1)3
1.2 Strength and the weakness of employee selection and recruitment in Woodhill College (M2,
D1)...................................................................................................................................................5
Task 2 (M5).....................................................................................................................................6
2.1 An advertisement for the job role..............................................................................................6
2.2 Advertisement placing platform................................................................................................7
2.3 Specification of job and specification of person........................................................................8
Part 2 – Performance of the employees along with their development and rewards.......................8
Task 3 (M3, D2)..............................................................................................................................8
3.1 Contradictions between development and training....................................................................8
3.2 Effect over Tesco due to change in expectations of customer and need of staff training.........9
3.3 Training method of Tesco........................................................................................................10
3.4 Identification for need of training............................................................................................11
3.5 Benefits of training programme for Tesco and their employees.............................................12
3.6 Return on investment through the entire training period.........................................................12
3.7 Types of approaches that can be used by Tesco in order to expand their business.................13
Part 3: Relationships of employment.............................................................................................14
Task 4 (M4, D3)............................................................................................................................14
4.1 Importance to maintain good relationships with employee for ITV........................................14
4.2 Elements of employment legislation and its influence on HR decision of ITV......................15
Conclusion.....................................................................................................................................16
Reference list.................................................................................................................................17
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Introduction
Human resource is the core of any organization. These resources need some effective
management which is called as Human Resource Management. Thus HRM is the management of
human resources which functions within the organization for maximizing the performance of
employees related to some objective strategies.
The aim of the study is to determine the effective principles of Human resource management of
different organizations. Further, the study also elaborates about the strength and weakness of the
recruitment and employee selection with job description and criteria and the placements of job
advertisements. There is also an elaboration on employee performance, development in job role
and rewards. The study also detects the importance of maintaining relationships with the
employees. Hence the study describes on all over criteria of an organization which is directly
proportional to the employees.
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Part 1 – Employee recruitment and selection
Task 1 – Knowledge
1.1 Necessity of workforce planning and the role of HR manager of Woodhill
College (M1, D1)
The workforce planning mainly involves the processes to hire right people at a correct time and
in the correct place. With some development in the business strategies, the top managements of
the organization take the decision to recruit efficient employees who can fulfil the requirements
of them. The critical efficiency of the employee which are needed for the organization is
determined by the top management of the organization. With the creation of business strategy,
the criteria for the job roles are decided. As per Renwick et al. (2013, p.13), the workforce
planning does involve the identification of the work processes of the organization and areas to
implement employees. For the areas of employee implementation, the workforce planning sets
the aim to select the right people having required skills, competence to the job role and
experiences which have to be found the right time. It is the consequence process of the manager
with some specific framework for making employment of staffs that is based upon the
organization’s goal, strategies, and resources of budget and hence set the competence workforce
as desired.
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Figure 1: Workforce planning
(Source: Pollock et al. 2015, p.15)
The planning of workforce does require strong leadership of the management which needs the
clear vision, goal, strategies and cooperation from the supportive staffs of a different functional
area. The workforce planning requires some Human Resource Management. Upon who the
ultimate decision of recruitment of staffs is depended on. Thus the HR manager of the Woodhill
College has some important role in engaging people for the different job roles within the
organization. The HR management has various roles which are for benefit of the organization.
They create the workplace safe for all the employees from any unnecessary hazards (Jackson et
al. 2014, p.56). They have to define and set the compensation of the employees along with the
benefits they can get from the organization. The training programs are set by them for making
sufficient to play their job roles better as expected by the college. The main job of the HR
management is to select the right candidate and makes recruitment of them for the organization.
Further, the HRM has an important role in retaining the efficient employees with prior
experience for better service for the organisation.
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1.2 Strength and the weakness of employee selection and recruitment in
Woodhill College (M2, D1)
The employee selection and recruitment are done by the Human Resource Management and
there occur various strength and weaknesses from the processes in it. As mentioned by Jehanzeb
and Bashir (2013, p.2), the recruitment is the fundamental way of an organisation for human
resource management and the processes of planning. Recruitment of employee is of two types
and comprises of internal recruitment and external recruitment.
Internal recruitment does offer chance to positions within the job. The organisation keeping
updated knowledge on current vacancies that may occur from new position requirements,
employee left over and retirements of existing employee. These vacancies are filled by the
human resource management considering the efficiencies of the internal employees and the
scope of promoting to next higher level. The internal recruitment helps to build motivation
within the existing employees (Ford, 2014, p.17). There are scope of enhancing the job role
within the organisation and are enjoyed by the existing employees. The external recruitment and
selection of employees are having benefits which comprises of various criteria of the
employment for the organisation. The people who are in need of job can get recruited to the
organisation. The people with higher qualification and better efficiencies than the existing
employees can be selected by the human resource management and this is for betterment in the
performance of the employees who can fulfil the requirement of the college. The external
employees can be judged from their selection processes and can be provided with desired
remuneration of the organisation and this helps to manage the budget of them.
However there are certain weaknesses that are identified from the internal recruitment. As
written by Pollock et al. (2015, p.15) The new skills are not grabbed by the organisation from
internal recruitment. Thus it lacks with new ideas, skills, and techniques. There would be
resentment within the applicants who were not selected for the position by the organisation.
Often the right candidates are not judged for the position. On the other hand there are certain
gaps in the external process of recruitment. The right candidates are not selected by the HRM
and hence the organisation is not getting the right employees for their requirements. The existing
employees may get disappointed from the organisation decision as they were not given chance
for the higher position and may feel to leave the college and ultimately the organisation would
get ill result from these situations.
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Task 2 (M5)
2.1 An advertisement for the job role
The job advertisements are based on the position of customer relationship managers. The
organisation is lacking efficient business graduates who can fulfil the criteria that are very
required for the business development and growth. The customers of an organisation are the
criteria which can yield better productivity for the same. As the same, we need the customer
relationship manager who can deal with the customers generally the students who are
approaching to the college for getting new admission. They are to make understand the benefits
of the college and what they can achieve from the successful completion of the entire graduation
coarse from our college. The every query is to be handled by the customer relationship manger.
The customers are to make understand the bonding with the college with some friendly
relationships made to them.
WANTED
Business
Graduates
Corporate
Customer
Relationship
Manager
Those with great motivation and hungry enough to grab a smart job with attractive
remuneration, for personal development, growth in career and conduct good work
environment, just rise to this advertisement.
Looking for customer relationships managers at our college who are highly motivated,
hardworking and intelligent.
CUSTOMER RELATIONSHIP MANAGERS
For the college campus at Woodhill College
Required criteria:
· Master's degree from recognised university and preferably with at least 3 years in the
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similar field.
· Good communication skill.
· Typing speed 60 words per minutes.
Candidates with good sound knowledge about above criteria drop their curriculum vitae
with confidence along with three recent passport sized photographs within 7 days from
the prescribed date of advertising at the email of the college to
[e-mail]
For details please refer to the website: www.woodhillcollege.com
(Please mention the position applied for and qualification
and city of interest in the subject of interest)
2.2 Advertisement placing platform
The advertisement for the position of customer relationship managers can be placed on various
platforms. The advertisement has to be placed in some areas which can be accessed by a larger
number of viewers within a short span of time and can be effective in terms of responses. Wilson
(2014, p.5) said that the advertisements can be placed on various online resources such as
organization website, job portal websites, and pop-up advertisements. These are generally
viewed by the original job seekers with actual knowledge. The placing of advertisement can be
done on some digital platforms such as television, mobile phones, and different position through
internets. Social networking is one of the most important areas where the advertisements can be
placed. The uses of social networking are flourished in recent days. Every people has tended to
use social network through computers and or smart phones with internet facilities. The various
social networking portals are Facebook Instagram, twitter which is accessed by a large number
of people all throughout the day. Grohmann and Kauffeld (2013, p.150) mentioned that the
advertisements can be often viewed by the social networking user from the advertisement pop-
ups. The spaces aside of the data searched by the social network user are the most relevant area
to put the advertisements and can be accessed by a large number of such social media user.
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2.3 Specification of job and specification of person
The job for the organization which is vacant are the positions of customers relationship
managers. The organization is lacking with such employee who can handle the customers
preferably the new student who arrives to get admitted.
The specification of the job is as follows.
The customer relationship manager is the person within an organization, who can handle all the
related job roles to better customer satisfaction. The main areas to serve is to handle the
requirements and make the customers understand the benefits of the college and what can be the
ultimate outcomes after passing out from the college. The processes to the beginning of
admission are to done by the customer relationship manager.
The specification of the person is as follows;
● The candidate must be a post graduate with minimum 60% marks, from any recognized
university.
● Minimum 3 years experience in the position similar to customer relationship manager.
● Age criteria are between 23 years to 30 years.
● Male and female both candidates can apply.
Part 2 – Performance of the employees along with their development and
rewards
Task 3 (M3, D2)
3.1 Contradictions between development and training
There are various differences between training and development. According to Brewster (2016,
p.42), the training is the process which is generally for short period of time. This is the processes
which usually need some strong guidance and instructions that are followed by various stages to
enhance the skills of the employees with different predictable knowledge. There may be some
activities which are not covered by the leaderships. The training of employees is targeted to some
specified task and job role. The purpose of training is to make employee efficient to undertake
the tasks of the job. It improves the productivity and flexibility of the workforce. As per Hales
and Clarke (2016, p.330), training can improve the quality and safety of the existing employees.
This process actually develops the workforce capability which can be beneficial for the
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organization. However, development is the process which is generally the long term process in
nature. This includes the philosophical knowledge and the concepts of theories for the
organization. The development is having a goal to develop relationships which are helpful to
improve the skills of leadership. The development programs are more general. It is rather non-
tangible than the specific. The purpose of development is to enhance the existing knowledge for
effective production of the management and enhanced skills of leadership. As stated by Hartnett
(2014, p.250), it helps to develop the knowledge and increase the skills and capability of all the
existing employees of an organization. The employees are need to enhance the skills and the
work processes so as to perform better in their work skill and to meet the desired efficiency of
the organisation which call yield better productions for the betterment of the organisation.
3.2 Effect over Tesco due to change in expectations of customer and need of
staff training
The business expansion of an organisation is directly proportional to the employee performance.
The trainings and developments programmes are based on ideas for providing the best quality
services for the customers and has to perform every task that are relevant to the job criteria for
the inside and outside of the stores with a professional manner. Other orientation of the training
and development programmes lead to the organisation growth in their business as the
professional activities and better care for customers are the main factors for gaining the attraction
of the customers. Elving et al. (2013, p.356) said that the customers are the important asset upon
which the entire business depends as they can make the business growth by enjoying the services
provided by the organization. The quality services from the organization are the services that are
provided by the employees. Customers believe that the service gained from the employees is the
services of the organisation. Any faults delivered by the employee of the organization make an
adverse effect on the image of the organization. This makes the entire business fall at a certain
point which if continued can make a great loss to the entire business of them. The customer’s
expectations are the main target for the organization and meeting the expectations of them are
the success path of the organization. For meeting the customer’s expectation the employee
should undergo with some training programs which can make the employee understand the goal
of the organization. As written by Broome and Gillen (2014, p.579), the purposes of providing
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training to the employees are to meet customer satisfaction as well as to support the growth of
the business of Tesco.
3.3 Training method of Tesco
Figure 2: Training methods used by Tesco
(Source: Grohmann and Kauffeld, 2013, p.150)
The various training methods that are used by the Tesco are comprised of on the job training and
off the job training. Within the on the job training of the employees, they use processes of
shadowing, coaching, mentoring and rotation of jobs (Blickley et al. 2013, p.25). Shadowing is
the process where the employees are generally guided by the existing employees to new joiners.
Coaching refers to the training provided by the staff member or the manager of the organization
so as to help the trainees for better work and hence inspire the employees for finding the solution
of their requirements. Mentoring is done for the training processes in Tesco which comprises of a
member who has prior experience, does provide advice to the staff members. The rotation of jobs
is done in the organization by taking all the responsibilities on a temporary basis within which
the trainee gets the opportunity for covering the targeted role.
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3.4 Identification for need of training
Figure 3: Identification for need of training
(Source: Brewster et al. 2016, p.58)
The training is needed for all the employees who have just joined to the organization by some
specific recruitment processes with the help of Human Resource Management of the
organization. The fresh employees and the trainees need to get training on the job role and the
processes involved in the work that has to be fulfilled by them. The existing employees also need
to provide with various training which is necessary for updated skills that are to implement to
their job roles and responsibilities. Renwick et al (2013, p.36) stated that, where there are gaps
identified within the employees in the job role requirements of the organization, the training
programs are provided to provide the knowledge of skills and this would enhance the existing
employees for better performance in the job role. Training is provided to the employees for
making a change in the nature of the job they perform in the processes for the job. The modern
techniques and procedures are provided to the employees through some training and
development programs.
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