Comprehensive HRM Report: Wood Hill College, Tesco, and ITV Analysis

This report examines Human Resource Management (HRM) practices, focusing on workforce planning, recruitment, training, and development within the context of Wood Hill College, Tesco, and ITV. The report analyzes the purpose of workforce planning, the role of an HR manager in recruitment and selection, and the strengths and weaknesses of different recruitment approaches such as job descriptions, multi-step recruitment, and skill inventories. It includes a job advertisement example for a faculty position at Wood Hill College, discussing suitable platforms for advertisement and outlining job descriptions and person specifications. Furthermore, the report highlights the differences between training and development, illustrating how these concepts are applied within Tesco. The report provides a comprehensive overview of HRM strategies, offering valuable insights into effective employee management and organizational success.

UNIT 3. HUMAN
RESOURCE
MANAGEMENT

INTRODUCTION
Human considered very important role in respect to accomplish desire results in the
business. It is very useful perspective which assist in accomplishing the desired results in
systematic manner. With the help of HRM strategy, different business ascertains their targets and
objectives in proper manner (Nickson, 2013). In this regard, present report based on the Wood
hill college, Tesco and ITV. Different task carries distinctive enterprise that make effective
results in the enterprises. In this regard, it covers purpose of recruitment planning and role of HR
manager to select the candidates. Further, it included functions of HRM that assists to manage
business operations in systematic manner. Moreover, it includes job advertisement for a specific
role to be played in Wood Hill College. It demonstrates platform to place advertisement in the
business.
PART 1
TASK 1
a) Purpose of workforce planning and role of HR manager
Work force planning:- In this context work force planning is one of the most important part in
organisation. It is a continuous process which is commonly used to align the requirements and
priorities of the entity with that of the workforce. It also helps in ensuring that all the regulatory
and legislative necessities are fulfilled with that of objectives of the entity as well. Work force
planning helps in development of the strategies that helps in serving their requirements to the
core. The planning usually differ from entity to entity and decision is made after considering
size, type, experience and knowledge of the workforce owned by the company. Moreover, the
strategies are also required to be aligned with business requirements and outcomes as well.
In order to see the case study of Wood Hill College, it faces many issues and problems due
to high turnover. Therefore, it diminishes effectiveness of the business to attract several people in
the business. With this aspect, the chosen business has aim is to diminish this issue so that proper
functioning will be ascertain at workplace (Marler and Fisher, 2013). Further, the business needs
to organise recruitment and selection that assists to recruit new employees at workplace to
accomplish systematic targets and goals at workplace. Following are certain recruitment
planning described:
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Encourage effective number of candidates to apply vacancies: To determines recruiting
process, Woodhill College has aim to fulfil motivate for vacant job. Therefore, it assists to create
effectiveness at workplace. With this regard, candidates apply with CV and cover letter (Boella
and Goss-Turner, 2013). In addition to this, organisation also develop short list for those people
who are eligible for the vacant job. Hence, manager set objectives to stimulate and job seekers
for the work performances.
Analysis appropriate candidates for selection process: In this system, recognition is
needed to increase candidate’s skills and obtained behalf of the selection process in the process
(Baum, 2016). With the help of effective recruitment process, Woodhill College can increase
their effectiveness. As a manager of Woodhill college, the manager needs to have a proper
recruitment process in which the manager can attract a good teacher to apply for a job and recruit
them.
Reduction in unemployment issue: It is considered as the valuable information that
increases employment and working efficiency at high aspect. Therefore, recruiting process has
aim is to enhance employment through determines opportunity to reduce unemployment from the
business (Nel, Werner and Van Hoek, 2014).
Role of HR manager in recruiting and selecting the employees in Wood Hill College:
Further, HR manager of the college also play key role in respect to recruit and select the workers
such as teachers, coaches and other academic staffs. It assists to reduce high turnover ratio in the
business (Stredwick, 2013). In addition to this, it is also increasing efficiency for developing
number of candidates at workplace. Therefore, HR manager advertise for the vacant job with
analysis CV. In accordance of this, workers can easily be increasing effective work performance.
For example, the manager’s key responsibility is to provide quality teaching and best possible
learning experience amongst the students.
Application of retention strategy: After gathering right kind of talent for the various
roles available in the college, it is important for then management to prepare and implement the
strategies that can help in retaining the talent for longer period of time. In this scenario, the
college is involved in providing various growth opportunities for their staff where they can
enhance heir knowledge base through training, conferences and seminars. Moreover,
performance linked benefits can also be provided to retain them for longer period.
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b) Various Strength and weaknesses of varied approaches of recruitment and selection
HR manager at Wood Hill College need to take recruitment and selection plan, to select the
new member in the business. It assists to make effective results at workplace that increase
effectiveness in the business organisation. In this regard, the company can increase their
efficiency and productivity at workplace (Shields, Brown and Plimmer, 2015).
There are various approaches of recruitment and selection that are adopted by Wood Hill
college. Some of them with their strengths and weaknesses are mentioned below:
 Job Description: It is important for the organization to appropriately prepare job description
so that right kind of talent can be attracted towards it. Information regarding roles and
responsibilities, qualification required and salary bracket must be mentioned clearly in a
tabulated format. Its main advantage is only those candidates will apply to the college who
serve its requirements and hence, it helps in easing down the selection procedure. However,
the main disadvantage of this format is that it is difficult to mention each and every aspect of
job role in a single page job description.
 Multi step recruitment: It is required to conduct interview at various levels so that
knowledge base of the candidate can be appropriately judged. Hence, the main strength of
this approach is that it helps in selecting right candidate for the specific job. There are
various types of tests that are generally conducted in this approach. It includes, psychometric
test, aptitude test etc. However, the main weakness of this approach is that it is a time taking
process and assessment of skills through interview is quite a difficult task if the candidate
also requires practical knowledge for his job role (Knowles, Holton III and Swanson, 2014).
 Skill inventory: Before conducting any process for interview or selecting candidates for the
same, it becomes important for HR manager to judge that what kind of skills are required to
be possessed by the particular individual to successfully achieve the requirements of the job
role (Kehoe and Wright, 2013). It helps in attracting right kind of candidate towards the job.
However, the main weakness of this approach is that some skills are required to be developed
and may not possessed by the candidate at the initial stage. Hence, the individual can not be
judged based upon skill inventory every time.
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TASK 2
a) Advertisement for job for faculty staff
Requirement for staff faculty
Advertisement for commerce faculty in Wood Hill College
Post- Lecturer for business management
Required qualifications- Masters and diploma Business Management
Required experience – Wood Hill College require 3 years of experience of teaching for the
subject of business management
 Candidates apply for faculty vacancy in Wood Hill College. They need to submit their
CV and 2 Passport size photos on the college website.
 Shortlisted candidates called by the business through e-mail and phone.
 Interview will be conducted on 5th January 2018 in the college.
b) Suitable platform to place advertisement
To create advertisement, Wood Hill College need to concentrate on the advertisement
through they can conduct proper information towards the vacant post. There are different
promotional tools exists that used to advertise the post in systematic manner such as newspaper,
magazines, email, etc. (Cooke, 2013). There are several methods also applied for all applicants
of commerce faculty. In respect to implementation of recruiting and selecting candidates, HR
manager of the organisation need to concentrate on the different activities through they can
deliver useful information and message to each candidate. With the help of advertise the job role,
there are several candidates apply for faculty job. Therefore, appropriate tools and techniques are
applied that assists to accomplish desired results at workplace (Bolman and Deal, 2017).
In the advertisement, organisation determines several strategies such as radio, TV,
magazines, articles, etc. for filling vacant job in the enterprise. With the help of advertisement,
the job, proper requirements are implemented that are related with qualification and interest areas
as well (Armstrong, 2014). Further, interview program has been conducted to obtain useful
candidates at workplace. Therefore, Wood Hill College determines different tools and
advertisement that helps to attract candidates ( good teacher) at workplace. To select the faculty
of commerce, Woodhill College use different activities that helps in promoting effective
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functioning in the business. With this regard, different methods have been applied to accomplish
desired results in the business. It increases effectiveness of the organisation in systematic manner
(Shields, Brown and Plimmer, 2015).
c) Job description and person specification for the role
For organise effective process of recruitment and selection process, there are several
requirements exists through business can develop their efficiency in successful manner.
Job specification
Post – Faculty of Commerce
Reporting to – HR manager of Woodhill College
Objectives for job role – To contribute maximum participation and efforts in the commerce
field of management of enterprise. To increase skills and knowledge in teaching field. To
demonstrates efficiency towards proper functioning and outcomes in the business.
Responsibilities –
 To perform effective working abilities with teaching college students.
 To support the all students in order to make positive environment.
 To demonstrates good relationship with other members of staff
 To participates in several activities of the business.
Person specification
Knowledge require – Experience of commerce lecturer from 2 years in any areas.
Skills
 Effective communication skills
 Leadership skills
 Hard working skills
 Problem solving skills
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PART 2
TASK 3
a) Difference between training and development
Training and development is considered to be an important aspect of human resource
management. Its functions are directly concerned to the organizational activities which aims at
bettering the job performance of individuals working at various levels in an organizational set
up. It is an educational programme which helps in sharpening up the skills, attitude, concept and
gaining and enhancing knowledge through the same. With the help of training and development
programmes organized by the entity, employees are able to perform better at the workplace
which directly resulting in fulfilling overall aim and objectives of the organization.
In order to determines effective training and development program, at workplace of
Tesco there is wide different in it. It creates proper functioning to achieve more profits and
revenue in the business (Helmreich and Merritt, 2017). In this regard, following are certain
differences exists that could be impact on the business performances and objectives:
Basis Training Development
Meaning Training is the learning
process in which person
develops their skills and ability
to perform several functions
and operations (Kinicki,
Williams and Perry, 2014).
Development program related
with the overall growth of
employees that determines at
personal and professional
level.
Time frame Training will be developing
for short period of time only.
Development consist long term
targets and outcomes in the
business.
Orientation Mostly in Tesco, different
strategies related to
accomplish desired results at
workplace.
Development program assists
to work with focusing in the
future trends (Locke and
Latham, 2013).
Target Training provided for specific Development program consists
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job-related activities. with increasing general
knowledge for ascertain more
effective functioning in the
business (Shields, Brown and
Plimmer, 2015).
Motivational technique and
tool
Trainer is motivational tool
and technique to candidates of
the chosen business
(Bamberger, Biron and
Meshoulam, 2014).
Development program in
Tesco determines by only self-
motivation.
From the above discussion, it can be stated that training and development different from
each other which remains effectiveness to accomplish effective results at workplace. In this
aspect, HRM improves their performances towards employees with current and future planning
process.
b) How training needs are identified and Tesco use methods of training
Tesco determines their values through implement supplements products and services as
per the customer requirement. Thus, changes in the interest and demand of groceries products
create impact on the retail business operations. In this aspect, organisation need to concentrate on
the changes for qualitative services. It could be impact on the products value in the market to
face competition (Nel, Werner and Van Hoek, 2014). It is also determining external environment
factors which effect on the transaction and utilisation of the changes. As results, effectiveness
and market position of Tesco create impact due to adequate modifications in the social aspects of
the enterprise.
Importance of training methods to train staff members: To accomplish desired results
and objectives, Tesco need to train their staff members. In this aspect, public interest changes
which is the great strategy to implement changes at workplace. It is vital element in order to
develop working ability to provide proper training and development facilities in Tesco
organisation. In this organisation is help to improve internal and external factor and help to
increase the growth rate in market. With this aspect, it has been demonstrating that as per the
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changes of customer and market trends, the chosen company need to operate their functions and
operations (Bolman and Deal, 2017). Therefore, it is considered to be an effective process
performed in a systematic manner in order to achieve the goals and objectives of the
organization. Hence, personal and professional development of employees implemented with
training programs.
c) Benefits of implementing systematic approach to training and development
In respect to define training, it is simple term that used to increase knowledge and skills
of employees towards the aims and objectives. In this way, employee perform several functions
and operations that assists to meet with desired results at workplace. At Tesco place, training is
needed for creative dynamic business environment and technological advances as well.
Therefore, it is the suitable strategy through organisation able to deliver creative results at
workplace. Further, Tesco organise different program through they can increase efficiency and
skills of their candidates in successful manner. There are different methods has been
implemented through organisation can provide proper training to each person:
On the job training: On the job training determines as the new experience of employees
learning which ascertain through observation manager, colleagues, etc. They are performed their
jobs through trying it with creative behaviours at workplace. In this regard, Tesco implement
coaching, mentoring, job rotation and job instruction technique. Coaching demonstrates as the
interaction way that considered taking corrective measures. It also helps to assess weaknesses
and focus on the areas which needed to improve performances (Shields, Brown and Plimmer,
2015).
Off the job training: Off the job training method in Tesco determines as the separated of
trainee from the job environment. They are take place by the agency and local college as well.
There are several techniques has been implemented to concentrate on the learning activities of
the employees. To develop this training method, the organisation can implement vestibule
training, management games, role play, outbound training, etc. (Helmreich and Merritt, 2017). In
this way, the company has benefits to determines training with reality based aspect. They are
directly applying for job. It increases chances of retention to develop effective results at
workplace.
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d) Effectiveness of Tesco’s training and development practices to deliver return on investment
HR manager of the Tesco enterprise determines that performances will be develops in
systematic manner at workplace. In this aspect, they need to make concentration on the training
needs through they can deliver effective results at workplace. Further, critical evaluation also
develops which assists to perform several activities in the business. Therefore, it is valuable tool
that implement action plan of personal and professional development. In addition to this,
effective coordination also assists to make team building that make effective performance to
deliver return on investment (Nel, Werner and Van Hoek, 2014).
With the help of training facilities, employees can get better quality services at
workplace. Therefore, it is beneficial to improves working efficiency at workplace. It is
considered to be a vital tool that contributes to accomplish effectiveness in the enterprise. There
are several benefits exists with training program at retail sector business. They are determining
as follows:
 It increases performances of employees
 It assists to encourage workers to create effective coordination and build team efficiency.
 It creates positive working environment which assists to develop more profits and
revenue at workplace.
 It helps to diminish conflicts that are take place in business to understand better work
performances.
 It assists to enhance employee’s skills and personal development plan.
In addition to this, Employees of Tesco able to increases their working efficiency through
attend training program at workplace (Bolman and Deal, 2017). It effects to the performance of
business positively that implementing services and quality in systematic manner. In addition to
this, grocery items and food products are developed continuously in systematic manner. In this
aspect, retail sector company accomplish positive influences that also increase their efficiency
and performances in systematic manner. It ascertains better quality of products and services in
the business unit. In addition to this, it also increases effectiveness of the industry to make goods
and services in better manner. It impacts to the increasing productivity and profitability at
workplace. It is positive factor which implemented to make action plan in systematic way at
workplace (Bamberger, Biron and Meshoulam, 2014).
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