Human Resource Management Report: Woodhill College & Tesco Analysis

This report delves into the core aspects of Human Resource Management (HRM), focusing on strategic approaches, ethical considerations, and legal compliance within modern business enterprises. It explores the critical role of HRM in workforce planning, resourcing, and maintaining a positive workplace environment, using Woodhill College as a primary case study to illustrate recruitment and selection processes. The report further examines the benefits of various HRM practices, such as training and development programs, performance evaluation, and reward systems, with a detailed analysis of Tesco's employee development initiatives. Additionally, it addresses the importance of employee relations and the impact of employment legislation on HRM decision-making, culminating in practical applications of HRM principles within a work-related context. The report highlights the significance of maintaining effective communication, ethical standards, and employee well-being to drive organizational success.

HUMAN
RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1 Purpose of workplace and the role of the HR manager with regards workforce planning
and resourcing for Woodhill College..........................................................................................1
P2 Strengths and weaknesses of different approaches to recruitment and selection..................3
LO2..................................................................................................................................................4
P3 Benefits of different HRM practices for both employers and employees.............................4
P4 Effectiveness of different HRM practices..............................................................................7
LO3..................................................................................................................................................8
P5 Importance of employee relations in respect of influencing HRM decision- making...........8
P6 Element of employment legislation and its impact in HRM decision- making ....................9
LO4................................................................................................................................................11
P7 Applying Human Resource Management practises in a work related context....................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human Resource Management (HRM) is required to develop for utilizing strategies,
effective judgements and follow legal aspects in modern business enterprises. Identifying the
employees skills, ability, issues and improving their performance are the main focus domains
(Atapattu and Jayakody, 2014). HR needs to use their knowledge and abilities to make the
strategies which are legal and follows the code of ethics. To perform the work in efficient and
effective way HRM needs to follow basic 3C's which are change, choice and chance. They are
involved in various aspects such as they need to maintain the human workforce at every
organisational and entity level. Building efficacious relationship between the management and
workers along with involving individual voice in decision making process are the corporate
values and ethics followed by them.
Following report is divided into three sections which address about recruitment and
selection process, employee performance, development, rewards and employment relationship.
The first part is related to Wood hill College which facing the issues due to expansion and need
new teaching staff members who possess high experience in their fields. For this recruitment and
selection procedure is carried out the following various approach, strategies and planning.
Second part details about development of TESCO's employees. To deliver better service and
retaining existing services, the company needs to maintain their standards and performance. This
can be improved by training and development process, performance evaluation and reward
theory. At last, case study of ITV firms who are facing the problem in communication part.
Employees are unable to follow the policies of which are made for their benefits. All the aspects
shown in the reports relies on the function and work of HR.
LO1
P1 Purpose of workplace and the role of the HR manager with regards workforce planning and
resourcing for Woodhill College.
Workplace refers to the area where people work or are employed. Woodhill College
being rapidly developing requires new candidates for their academic department. Human
resource management is required to maintain the workplace by following proper ethical practises
and corporate relationship. The main purpose of it is to maintain organisation aspects. In today's
scenario, organization are largely influenced through the workplace they are providing. Every
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employee want that place to work where feel comfortable, connected, engaged and they feel
happy. Following the corporate social responsibilities in the organization can help them to
achieve more qualified and talented employees. CSR helps to monitor, follows ethical standards
and laws along with company norms. It is the role of HR manager to maintain the relationship
with the employees so that they are able to perform their work properly. For this purpose
workforce policies must be followed which help to maintain the work-environment. This policies
establish certain bound which can be accepted as per the behaviour and foremost work practise
guidelines at certain condition. Through this employees can clearly communicate and follow the
norms and culture of the organisation. Workplace policies comprise of certain points which
needs to maintained by HR manager. They are policy manual, uniformity, best practise, safety
and limitation. Company can get this review from the employees feedback and their involvement
in decision making process (Dent and Whitehead, 2013). For this purpose HR manager needs to
make the planning and strategies which are required to maintain safe and friendly environment at
college. Such contribution are made by the company to improve the performance and
productivity of the employees. Such practises are followed by the HR department to show the
positive image of the the college in market. The strategic approach made by the manager are as
follows:
1. Monitoring the place at regular intervals.
2. Getting interaction with the staff members and solving their problems.
3. Keeping accident data book (Wright and McMahan, 2011).
4. Dress code and personal appearance.
Role of the HR in maintaining this:
Maintaining administration, communication and following the safety policies are vital
role performed by them:
 They have to maintain the relationship in the organisational structure and guide the staff
about their responsibilities in College.
 HR needs to consult about the issues and problems faced by the employees so that they
can be resolved.
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 They must motivate staff to increase their morale values so that they can perform in more
effectively and efficaciously. College work culture directly gets effected due to it.
Policies which are adopted for the development of safe occupational environment includes the
authority, HR, employee and supervisor. Following are the initiatives taken by the HR manager
in order to make proper communication.
 Forming the rules which protect the liability of the employees and provide them support
in managing and disciplining employees.
 Measure to protect the hazards and risks and adopt the control measure on active basis.
This will help to prevent hazard and provide the safety in the college.
 Providing proper training and development programs which can help the new applicants
and existing ones to improve their skills and abilities.
 They must be monitored according to their performance so that more improvement can
be suggested to them and their issues can be resolved.
 Preparing them for the emergency situation, so that they can face critical situation.
 In ethical and CSR policies must be followed by the members of the organisation.
HR manager main priority is to maintain safety of their other staff members and keep
friendly environment to drive their productivity. Their role is to maintain the relationship and
allocate the resources in more proactive ways by which college can have sustainable
development.
P2 Strengths and weaknesses of different approaches to recruitment and selection.
Recruitment and selection are the primary aspects which are followed by the HR
managers to identify potential applicants. The college used two ways of making approach to the
new applicants which are internal and external recruitment process. Internal methods helps to
improve the internal members of college while external helps to develop the person who are
chosen for the company. As institute requires new members so they needs to go for the external
methods. There are some pros and cons related to it which are mentioned below:
Strengths:
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1. Internal method helps to develop robust reliability within the college and offer chances to
get upgraded.
2. It helps to provide the best human resource to the college which have the talent and fulfils
the company aspects.
3. Internal methods is cheaper and reduces the induction losses provided for the training.
4. External recruitment helps get best candidates which have better experience and
knowledge. Moreover there are many sources and ways by which applicants can be
selected.
5. They have quick decision making ability and positive approach.
Weakness of the process:
1. Identifying the person having the ability, knowledge level and performance to preform
better is difficult.
2. Some times employees get demotivated if they are promoted/rewarded according to their
performance and leave the jobs.
3. Lot of investment and time is required in the recruitment, training and development
programs for external approach (Storey, 2014).
4. In internal methods no new skills are received.
5. External way creates the issues as they are new to the environment and create
harassment.
LO2
P3 Benefits of different HRM practices for both employers and employees
Difference between training and development
Basis for Comparison Training Development
Meaning Training is a process in which
employees have an
opportunities to learn or
develop their skills, knowledge
Development is basically
concern with the overall
growth of an employees in an
organisation.
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as per the requirement of the
job.
Term Training is provided for a short
time period.
Development of employees is
a long term process.
Focus It is mainly focus on present
activity. For example: Tesco
provide training to their staff
based on their present activity
(Stone, 2013).
Development of employees is
based on future. For example:
Tesco develop the educational
growth in an employees so that
they can work better for
accomplishing their future
goals.
Orientation Training is basically oriented
in job.
Development is a career
oriented process.
Motivation Training help to motivate the
new joining people.
It only motivate only one
person.
Objectives Training provide to improve
the working level and
performance of a staff
members in an organisation.
The main objectives of
development process is to
prepare the employees for
facing the future risk.
Changes in customer's expectation affected Tesco
The training and development program is related to idea which provide best services to
the customers. It also help the company to perform their each task well. There are another
advantage of this program is to ensure the growth of the business. This can be done by
professionals activities and effective customer care so that it will attract the customers in a large
level (Pfeffer, 2010). Hence, customer is most important factor which make great impact in
business operations. The customer's expectation include taste, preference, likes and dislikes,
demands etc. which gives confidence to them and provide health safety. To fulfil the expectation,
organisation need to train the staff members so that they can achieve their set targets. The main
objective of providing training is not only satisfy the customer's demand but also ensure the
5

company's growth. To gives satisfaction to the customer, Tesco expand and diversify by opening
new stores in new locations. Company also adopt new techniques for fulfilling the demand of
customers. For examples: To establishing their stores in a highly populated areas and selling the
products is the main target of a firm.
Training Methods
Tesco plc provide two types of training (On the job and Off the job training) to their
employees for making improvement in their performance level. They are as follows:
On the Job Training
It includes all those activity which are providing in a job to the employees, it includes:
Shadowing: It include giving guidance by the person who were already employed in a
job. Company render training facility to the new joining with the help of their senior staff
members (Perry, Hondeghem and Wise, 2010).
Coaching: In this, company appoint all those staff members who give guidance and teach
the new workers , inspire them to find best solution.
Mentoring: In this method, senior staff plays the role of advisor to provide advices which
is related to the work.
Job Rotation: It include taking full responsibilities on temporary basis by the trainee to
cover the targeted role.
Off the Job training
It includes various methods, which are as follows:
Case study method: In this part of training, trainees is given a case. Here, it was the
opportunities to them analysis and make critical thinking related to the case.
Role Play: In this case, person play a senior role and take effective action which are
provided by their trainer (Macfarlane, 2011).
Business Games: It includes various kinds of imaginary games. All these games are
related to the production, promotion and pricing of products. Hence, by using these kinds of
game individual can take effective decision which is related to the organisational plan.
6

Conferences: This is another way of off the job training method. Lecture in a training is
helpful for trainees to understand the concept and principles of an organisation. It is also a
effective method because by making conference the interaction with the trainees can be done by
making face- to- face communication (Longenecker and Fink, 2013).
Identifying the training needs
Training needs are identified by the organisation after setting the targets. Tesco training
program covers two main objectives, they are expanding and diversifying their business. To
achieve such kinds of objectives, firm need to appoint right person, in the right place and at the
right time. To accomplish the pre-determine targets, all the in-store and non-stores workers need
to adopt new skills or knowledge for executing their targets. Hence, the workers who have large
kind of specific skills are more flexible in nature. To satisfy the customer's expectation firm is
opening a new stores in a new areas and firstly determine the customer's profiles and stocks.
Training process help the employees to perform effectively by using their skills, knowledge
(Lawler, 2012).
Benefits of Tesco's structured training program
Structured training include all those techniques and methods which help to develop the
professional skills in employees. This skills helps the individual to perform their work in a better
way. The main objectives of structured training is to achieve the business growth and profit. To
achieve such objectives employees need to put realistic scenario which are applied in necessary
conditions to perform the task. This training method is an effective method by which business
can improve their quality or services and train their staff to perform well. This methods also
increases the efficiency of employees by which they are in position to handle any kind of risk in
future (Landy and Conte, 2009).
P4 Effectiveness of different HRM practices
HRM practices involves all those HR policy to manage their staff members by using an
appropriate way in an organisation. Tesco plc also use HRM practices by which company can
achieve their desire targets. Company mainly focus in three types of HRM practices and their
effectiveness are as follows:
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Recruitment: This process include inspiring the most qualified person for applying the
particular job (Kotey and Sharma, 2015). To recruit the best person is very difficult task which
are performed by the HR of a company. Tesco use the advance techniques for recruiting the right
person in a right place. Company firstly uses its 'Internal talent plan' because it help to minimize
the cost of selecting agents from outside. The effectiveness of this method is that it sustain
society and listening.
In external recruitment, Tesco hire the person through websites, advertisement,
newspaper etc. The advantage of adopting this strategy is: It is adoptable strategy, by using this
techniques various kinds of competitors can be pick up from the pool. Hence, Recruitment
process adds value to Tesco. By using this techniques firm can take effective decisions and able
to attract the talented candidates. It also help to increase the retention of employees. All these
activities help to achieve the organisational profit and productivity (Koh and Sebelius, 2010).
Selection: It is critical process which helps the organisation to make a psychological
contract with the employees so that they can work effectively. It also focus to increase the
profitability of employees by hiring talented persons with having specific skills, ability and
knowledge. This process help Tesco to synthesis the quality of new joiners by which it help to
identify their ability, informations. This process helps Tesco to gives their candidates a higher
opportunities by which they can make inquiry about their employment. Selection procedure also
clarify all the terms and conditions by which company can reduces or minimizes its cost.
Training and Development: This process helps Tesco to make their existing employees
more valuable, positive and productive for an organisation. It help to motivate the employees so
that they can work more effectively. Training offers a series of learning experiences by which
individual can increases their competencies and technical skills. Company also motivate their
employees by giving incentives, bonus and providing development by which worker can meet
the organisation's needs and goals (Kakuma, 2011).
LO3
P5 Importance of employee relations in respect of influencing HRM decision- making
To make employee relation is essential for every organisation. ITV company also focus
to make effective employee relation by managing the equal engagement of employees in
decision-making process. Company use various kinds of techniques like collective bargaining,
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consultation, direct engagement with individuals (Ivanovic and Collin, 2015). All these
techniques helps the organisation to make effective HR planning and also increases the growth.
By making direct engagement with individuals help the firm for managing their balance
scorecards so that firm can estimate the efficiency of employees. By using Water cooler method,
it provide all the information related to the employees as well as daily updates of a company.
Company also use 60 second update method for determining the situation in an organisation. It
also make review the development of individuals by holding the meetings, workshops. All theses
activities helps to make effective relationship with employees (Guest, 2011).
By making consultation through elected representative, firm recognize that only 15%
employees want to give the feedback related to the organisational activity. Hence, ITV company
make effective communication with their employees by which firm can get feedback and make
effective changes in their activities. By using collective bargaining techniques, it provide safer
place to new employees and maintain their interests continuously. Thus, all these methods are
adopted by a firm help to make effective HR decisions so that firm can mange their employees
to achieve their goals. Company also make equal relationship between line manager and
employees by using collective bargaining and consultation process. Hence, ITV company make
effective relationship with their employees because there are various kinds of issues which can
not be resolved by a single person, so that to maintain effective relationship is essential for a
firm.
Importance of maintaining employees relations
 Work become easy by sharing information with others.
 It motivates the employees by using effective HR policy (Glendon, Clarke and McKenna,
2016).
 By managing effective employees relationship help to resolve the conflicts.
 It reduces the problems of absenteeism in an organisation.
P6 Element of employment legislation and its impact in HRM decision- making
There are various kinds of legislation framed which help the employees against any kind
of injustice. All these legislation also affect the human resource management function. These
are:
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Anti- Discrimination: This act is cover in title VII of Civil Rights Act 1964, which
provides discrimination against employees as per their race, colour, religion, sex and nationality.
As per the this act, employers does not refuse to hire any employees or dismiss them as per these
quality. This act shows that every employees are equal in the eyes of law (Freeman, 2010). It
include Age-discrimination act, which follows that 40 and older aged employees also have a
right to work in the company. These act make great influence in ITV company's HR decision.
Company gives equal opportunities to all the employees in the workplace.
Wage and Hour: As per the Fair Labour Standards Act (FLSA) describes that minimum
amount of federal is revised. HR professionals also verified the accuracy of amount which are to
be paid to employees. ITV company also make time-to-time update in their employees salary
structure. This act make great influence that the total number of workers rate will be increases in
last two years. HR of the company also maintain the accurate data and information related to the
employees so that they will get fairly benefits as per their work performed (Flamholtz, 2012).
Leave Provisions: As per the Federal Family and Medical Leave Act (FMLA), it provides
the eligibility of an employees to take leaves in an organisation. As per this act, employees are
liable to take up to 12 weeks of unpaid leave in a 12 month of period. This leave is to be taken as
the serious health issues, for his spouse or children, new born baby etc. ITV company also
maintain this act and provide leave facility to their employees. Company also offers some other
medical facilities like medical scheme for employees, insurance etc.
Medical and Disability: Various federal laws provides medical and disability act for
facilitate the employees. As per this act, company need to give medical facility to their
employees. In addition to this, firm also make medical insurance to their employees by providing
medical schemes and benefits. There are various kinds of act framed which provide safety and
security to disabled person. For example: ITV company provide rest room, wheel chair and
proper sitting facility to the disabled person. The Health Insurance Portability and Accountability
act covers all the health related issues of an employees. In this way, ITV company gives medical
facility like medical schemes for employees, insurance, emergency room for pregnant women
and older person etc. facility are provided by the company.
Other employment law: There are some other law also framed which provide safety and
security to the employees. It includes National Labour Relation Act 1935, Mandatory Retirement
10

act 1978 which control the forced retirement of employees before completing the age of 70
(Currie, Finn and Martin, 2010).
LO4
P7 Applying Human Resource Management practises in a work related context.
(a & b) Job advertisement for the role and suitable platforms to place the advertisement.
Advertisement plays great role in making awareness and influencing the qualified
candidates for the jobs. Such task are completed by the HR managers as they require new recruit.
For this things newspaper, TV, radio and posters are included. The main things which are
included in this process are purpose at which the suitable candidates for the position must be
applied. More effective the ads less time will be taken for selecting suitable candidates. It helps
to create awareness and develop interest of the people. Second is types of advertisement, which
are of two types display and classified. Third is the content which helps to clarify the place
where job is required at last role of media which can be magazines, websites and newspaper.
College has placed the advertisement in the newspaper, TV adds and websites. Moreover, social
sites can be which can help to get appropriate candidates (Chen, 2016).
Job advertisement:
JOB OPPORTUNITY
Applications are invented for appointment to the following posts in the Woodhill College
Name of the post Qualification Experience Salary
Librarian Master's degree in Library
science
4-5 years 30000
Research officer Ph. D in Life science or M. Phil
in life science
3-2 years 45000
How to apply?
Step 1: Download form from Link: http://woodhilljob.com/form.pdf
Step 2: Fill the form with complete details and submit the form online to same portal.
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Note: Last date of form submission is 20th July 2017
(c) Job specification and person specification for the role.
JOB DESCRIPTION
Organisation Name: Woodhill College
Job Designation: Librarian,
Location: Woodhill Library
Reports to: Head of Libraries.
Roles and Responsibilities:
 Effective leading and reference services
 Selection, ordering, processing and organization of resources.
 Promoting resources and reader development.
 Implementing planning and using resources properly (Bamberger, Biron and
Meshoulam, 2014).
 Managing the services and providing training.
 Following the policies and monitoring as well as evaluation.
Pay scale: £29,012 per annum.
Working hour: 35 to 42 hours, 6 days a week
Application date: 2th July 2017
Interview Date: 22nd July 2017
Person Specification:
Qualification:
 Qualified and experienced in the given field.
 IT skills as well as managing skills and literature knowledge.
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 Good communication and ability to perform at work load.
 Confidence in work-field
 Experience in teaching and qualification.
 Skills and knowledge in the respective field.
Employment conditions: 38 hours of work, 5 days from 9 am to 5 pm
Skills and experience:
 Expert in MS office.
 Experience in online researching, library management and e-book lending.
 Energy, enthusiasm and commitment to roles of library.
 Flexibility, confidence, self motivated and willingness.
CONCLUSION
Human resource is an importance source for operating the business operations. It is
important for every business to manage their human resource effectively. The present report
discovered the purpose and function of HRM. It also explained the strength and weakness of
different recruitment and selection approaches. In the second phase, it also evaluate the
effectiveness of the key elements of human resource management in Tesco plc. By analysing the
internal and external factors, it discovered the affect in human resource management decision-
making process. At last, it also explained the various legislation which are related to the
employment like anti-discrimination act, wages and salary etc. are expressed which make great
impact in HR policy of ITV company (Akhtar and Malik, 2016).
13

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Methods of Training: On-the-job Training Method and Off-the-Job Methods. 2016. [Online].
Available through:
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<http://www.yourarticlelibrary.com/human-resource-development/methods-of-training-on-
the-job-training-method-and-off-the-job-methods/32369/>. [Accessed on 28 June 2016].
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