Woodhill College HRM: Recruitment, Training, and Employee Relations

This report analyzes 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 the crucial role of HRM in organizations, emphasizing its function in hiring, managing manpower, and aligning workforce capabilities with business objectives. Task 1 examines manpower planning at Woodhill College, evaluating recruitment approaches and the role of the human resource manager. Task 2 delves into the application of HRM practices, including job advertisements, platform utilization, and job descriptions/person specifications. Task 3 explores the benefits of HRM practices for both employers and employees, differentiating between training and development, identifying training needs and methods, and assessing the effectiveness of training programs. Task 4 discusses the significance of good employee relations and key employee legislation in HRM practices. The report uses case studies to illustrate practical applications of HRM concepts, offering insights into the strategies and challenges faced by the selected organizations.

Human Resource
Management
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Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose of manpower planning and role of human resource manager...................................3
P2 Strengths and weaknesses of recruitment approaches ...........................................................5
TASK 2............................................................................................................................................6
P7 Application of human resource management practices .........................................................6
a) Job advertisement: ..................................................................................................................6
b) Platforms for advertisement used by Woodhill College:.........................................................7
c) Job Description and Person Specification:..............................................................................8
TASK 3............................................................................................................................................9
P3 Benefits of human resource management practices to employer and employee..................10
a) Difference between training and development......................................................................10
b) Identification of needs and methods of training used by Tesco ...........................................10
c) Benefits of systematic training and development approach .............................................11
P4 Effectiveness of practice of training and development.........................................................12
TASK 4..........................................................................................................................................12
P5 Significance of good employee relation...............................................................................13
P6 Key Employee Legislation element in HRM practices .......................................................14
CONCLUSION .............................................................................................................................15
REFERENCES .............................................................................................................................15
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INTRODUCTION
Human Resource management plays crucial role within every organisation. It assist in
hiring and managing manpower in the company. The main objective of this department is to
recruit and skilled and competent candidates who have the ability to meet the targets and attain
objectives of business (Armstrong and Taylor, 2014) Various functions are performing by
Human Resource department such as hiring, selection, orientation, compensation, induction,
health and safety, performance appraisal, training & development of employees etc. Human
resource manager have the responsibility to design policies and regulations that helps in
improving motivation level of workforce. Its main purpose is to attain targets and objectives of
the company. In this report, three companies are given, i.e., Woodhill College, Tesco and ITV.
The present assignment is categorized into three parts. First section is related with recruitment
and selection, second one includes performance, reward and development of manpower & the
last part involves employee relation. Various approaches of recruitment and selection used by
organisation for hiring employees and significance of providing training to individuals are
included in the report. Apart from this, methods of training and its effectiveness are also defined.
At last, significance of maintaining good employee relation and a key legislations of employment
are studied.
TASK 1
Case study: Woodhill College
The case defines about needs of hiring manpower in Woodhill College. As it grows very
fast, it becomes necessary to fill all the vacant positions in best possible way. At present, the
college rely on single method of recruitment which is not enough for recruit skilled workforce.
There is no clearly defined strategy of Woodhill and due to which it faces many issues.
P1 Purpose of manpower planning and role of human resource manager
Workforce planning is essential for every organisation as growth and success of the
company relies on it. They play an important role in attaining targets and objectives of the firm.
The role of human resource manager is also very crucial in organisation. They identify the
manpower requirements of the company and according to that prepare a plan for hiring
workforce in firm (Aswathappa, 2013). In Woodhill College, manager use only single method of
recruitment but it is not sufficient. It is necessary for the administrator of firm that they use other
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sources too. The main purpose behind workforce planning is to hire skilled and competent
employees in organisation who attain goals and targets of firm in effective and efficient manner.
The manager needs to take strategic decisions that are concerned with managing workforce
within organisation. The company don't have any clearly defined strategy related to managing
manpower needs of firm. So, it is the responsibility of administrator to anticipate manpower
needs and fulfil that by hiring competent candidates. It is also important to design appropriate
plan that assists in recruiting employees in effective way. It is required by manager to coordinate
employee benefits and formulate strategies related to training and development. Education field
is very sensitive as it required qualified teachers, coaches and other academic staffs, they should
have proper qualification about teaching, and therefore the manager has responsibility to recruit
best fit individuals for the college.
In this, human resource manages play various roles. Some of these are defined below:
Working together: It is important for employees to work together at workplace so that
goals can be attained in effective manner. Working with coordination and cooperation enables
the firm to yield higher profits and sales (Bloom and Van Reenen, 2011). Woodhill administer
various employment opportunities to its employees by which they are able to develop themselves
both professionally and personally that assists in their career growth.
Commitment building: Human resource manager create effective strategies and policies
concerned with future needs regarding productivity and profitability. The formulate various
strategies that assists in increasing commitment of workforce towards their work. It initiates with
hiring right individual for right position within a specified time frame. Manager also conduct
different activities that increase motivation level of personnel.
Building capacity: Human resource management team assists in providing competitive
advantage to firm by hiring skilled and knowledgeable employees. They provide training and
development to them that helps in building and enhancing their abilities. By this, workers are
encouraging to work in better way and perform well in attaining targets of the college (Functions
of HRM, 2017).
Manpower planning defined as a strategy that are used by managers of firm in order to
forecast workforce needs ( Armstrong, 2009). Its main purpose are as follows:
 Workforce planning assists the manager in setting goals and objectives of the firm.
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 It increases the efficiency as well as productivity of workers.
 Assists in creating long term strategies.
 Improves work quality.
P2 Strengths and weaknesses of recruitment approaches
Recruitment and selection process deals in increasing interest of individuals towards
apply for job (Brewster and Hegewisch, 2017). It assists in attracting large pool of candidates
towards the vacant job position. Various tools are used by the company to publish their
advertisements such as print media, social sites, official website of firm etc. Process of selection
is concerned with selecting best suitable candidate for the vacant job position within the
company from large pool of applicants. Both these are considered as key component of human
resource practices (Chelladurai and Kerwin, 2017). Success of the organisation largely relies on
its knowledgeable and skilled manpower. Woodhill depend on single method of recruitment that
limits their choice of selecting appropriate candidate. It is necessary for the college adopt other
methods of recruitment too. There are two methods of recruitment and each have some strengths
and weaknesses. These are-
Internal method: In this, employees are selected internally within the organisation. The
common way of selecting individuals are promotions and transfer.
Advantages Disadvantages
 It is a quicker process and consumes
less cost.
 It increases the motivation level of
employees.
 This process is less risky.
 Promotes engagement of employees.
 Reduce worker turnover.
 Develop conflicts among workers.
 Restricts the entry of fresh talent within
firm.
 Sometimes, individual may not be
respected by other workers.
External source: In this, employees are hire externally. Managers select candidates from
outside the organisation by direct recruitment, job portals, employment exchange etc.
Advantages Disadvantages
 Employees are more qualified and  It is an expansive process as consumes
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skilled.
 Provides competitive advantage to firm
as fresh talent is enter in the
organisation.
 Promotes innovation and creativity.
 Encourage new talent.
high cost.
 Time consuming process.
 Lower down morale of existing
employees.
 Promotes unhealthy environment.
Interview: It refers to the process in which interviewer asked various questions to
individual respond to those. The main purpose of interview is to transfer information and
communication takes place in both the directions.
Aptitude test: This test is designed and used for career and employment decisions and is
a standardized assessment that assists in determining abilities of individuals to do a task.
TASK 2
P7 Application of human resource management practices
a) Job advertisement:
JOB OPPORTUNITY
Woodhill College is searching for talented and skilled candidate for the vacant position of
Lecturer, that is available in South Africa.
JOB DETAILS:
Post: Lecturer in Human Resource Department
Salary Range: $17000-20,000$
Type: Permanent
Job No: D002565
JOB DESCRIPTION
Purpose of the Job
 To intensify the knowledge of students in the field of human resource management.
 Administer practical experience to students regarding how to manage and deal with the
different issues and ambivalence related to human resource management that occurs
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frequently within the organisation.
 Emphasize on rising the education standard of college or university.
Main Roles and Responsibilities
 Enhance the overall performance of pupil.
 Stimulate the curiosity of students towards the several subjects
 Render ample opportunities to students so that they are able to increase their knowledge.
Qualification and Skills Needed
 Master degree preferably MBA or PGDM specialized in field of Human Resource
Management.
 Strong communication as well as leadership skills.
 Proficient in handling Ms-Word and Excel.
Experience Required
 At least four years of experience is needed in the same field from recognized university.
 Possess keen knowledge in Human Resource Management aspect.
Interested individuals are require to drop their CV on website of college, i.e.,
“www.woodhillcollege.uk.in” within 20 days of advertisement. For further details or
query, call at 55947653436
b) Platforms for advertisement used by Woodhill College:
There are various channels of advertisement that re used by Woodhill College in order to
effectively advertise about current vacant position. Below defined are some channels that are
used by human resource manager of college for advertisement.
 Official websites.
 Job portals.
 Digital media
 Print media including newspapers, magazines etc.
 Internet and social networking sites.
c) Job Description and Person Specification:
Job description
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Job Description
Organisation Name Woodhill College
Job Designation Lecturer
Location Pretoria, South Africa
Reporting To Principal
Roles and Responsibilities  Enhance the knowledge of students in the field of
human resource management and practices.
 Contribute efficaciously towards increasing and
intensifying the performance of both students as
well as college.
 Excite the interest of pupil or student towards the
specific subject.
Working Hours 10: 00am to 6:00 pm
Salary 17000- 20000 Dollars per month
Working Facilities Render flexible working hours, incentives, compensation
and benefit, breakfast, Yearly holiday
Person specification
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Name: PQR
Contact no.: 53667554
Email: [e-mail]
Qualification:
PGDM/MBA University 87.00%
Graduation University 79.00%
Senior Secondary Education London school 86.50%
Secondary education London school 82.50%
Personalized information
Father's name: XYZ
Mother's name: ABC
Achievements:
 Awarded as good performer of the month.
 Performance Appraisal
TASK 3
Case study: Tesco
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Administering training and development to workforce is important for Tesco in order to
grow and sustain in the market and gain long term advantage. Competent and committed
employees assists in its enterprise expansion (Choi, 2011). Enlargement of business highly
depends on acquisition and retention of potential customers of firm.
P3 Benefits of human resource management practices to employer and employee
a) Difference between training and development
Training assists in developing existing skills and knowledge of individuals whereas
development provides them additional skills that are beneficial for them in their overall growth.
Some differences between training and development are defined below:
Training Development
Training defines as a process of learning which
offer opportunity to workforce of Tesco for
developing their skills.
Tesco provides development in order to
educate their employees with additional skills
and knowledge (Daley, 2012).
Training is assistive in performing assigned
task in better way. It provides learning to
employees of Tesco for short term.
Development helps the employees of Tesco in
doing their tasks well as well as administer
learning for long term.
Training is provided according to present
requirements (Scullion and Collings, 2011).
Development is provided for present as well as
future needs.
Main objective of administering training to
individuals is to enhance their performance at
workplace.
Main objective of providing development is to
prepare individuals for future challenges.
b) Identification of needs and methods of training used by Tesco
Training assists in fulfilling skills needs of employees. It helps in providing skills and
imparting new knowledge among individuals which facilitates them in doing their work in
proper way (Cummings and Worley, 2014). It is required by the management team of Tesco to
determine the skill needs and employees and administer them appropriate training so that they
are able to work in better way and perform their tasks in effective and efficient manner. In order
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to design appropriate training programme, it is necessary for manager to first identify the training
needs. For this, it is required by administrator to-
 Determine existing skill level of workforce.
 Identify skill gaps.
 Select those skills which assists in growth of business.
 Design appropriate training session to bridge skill gap.
For all this, it is needed by manager to prioritize training needs and plan learning event
accordingly. It is necessary to formulate such a programme that ensures attainment of objectives
of the company. Feedback of individuals regarding training are also an important part of it.
Training methods used by Tesco:
Tesco provides on the job as well as off the job training to its employees so that their
performance can be increased and they get opportunity for growth and development.
On the job training: This type of learning is provided to employees at same workplace
by assigning them practical tasks to be perform (Daley, 2012). They get an opportunity to learn
by seeing their managers and colleagues performing tasks. The sources of providing on the job
training are coaching, mentoring, job rotation etc. In this training, individuals learn by
performing tasks in real. TESCO on the job training methods mainly include job rotation,
shadowing, mentoring and coaching that laid stress on improving the overall efficiency of
workforce.
Off the job training: This kind of learning is administered to individuals away from the
same workplace. In off the job training, knowledge about work is given to employees that helps
them in performing their task properly. This training is provided by lectures, conferences,
seminars etc. Tesco offer study material to its workforce for gaining knowledge about work.
Apart from that TESCO has designed its own training and development popularly known
as A-Level Training Programme which mainly emphasize on rapid growth and development of
employees within short span of time. It mainly starts from it induction or orientation day. For
instance, they focus on converting trainee into manager within a period of 6 months. This
imparts positive impression on personnel in terms of both personal and professional growth.
c) Benefits of systematic training and development approach
There is a strong relationship between training & development and growth &
sustainability of the company as they are interlinked with each other. Effective training assists in
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improving performance of firm as well as its employees. Systematic approach to training and
development of Tesco offers strong foundation for ongoing growth of the enterprise. It assists the
employees in increasing their skills and at the same time also helps in improving their
performance. Increasing competencies of individuals improves their motivation level and
encourage them to perform well. It is beneficial for both, an employer and employee as it
improves the performance of organisation as well as its manpower. It helps in attaining goals and
objectives of company and leads it towards growth and success (Guest, 2011). Training creates
potential among workers to do the things in different way. It is a kind of formal learning which is
planned to ensure timely completion of work.
Systematic training and development approach helps in increasing profits and sales of
company. It provides better understanding to workers related to their responsibilities, duties and
work. It is important for administrators to determine training needs of employees and plan
suitable training programme (Hobfoll, 2011). Systematic training provided by Tesco help in
attaining its objectives and targets in effective manner. Increase in working effectiveness assists
in decreasing cost of the company as proper training provides the ability to individuals to utilize
resources in proper way. Training provides benefits to company in terms of increasing its
productivity and profitability as well as it also administers benefits to employees in context of
increasing their skills and provide them overall development that are beneficial for them in their
future career growth.
P4 Effectiveness of practice of training and development
Training and development is a cost consuming process as it consumes high cost. Tesco
invest their large amount of money in designing training event and administer learning to
workforce for the purpose of increasing their effectiveness and performance. There is a high
contribution of training and development in growth and success of the firm. It boosts up
confidence level of employees and provides them motivation. Motivated workforce work
collectively towards attainment of goals and objectives of firm. Training also assists in business
expansion of Tesco and maximize its productivity. It assists the workforce in discharging best
services to customers in order to meet targets of firm. Learning administer competency to
employees that assists them in discharging their roles and duties in proper way. Effective training
and learning leads the firm towards growth success and growth. It also helps the firm in gaining
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