HRM Report: Workforce Planning, Recruitment, and Training at Woodhill

This report provides a detailed analysis of Human Resource Management (HRM) practices, focusing on workforce planning, recruitment, training and development, and employee relations. The report begins by examining the purpose of workforce planning and the role of the HR manager in resourcing, using Woodhill College as a case study. It then explores the strengths and weaknesses of internal and external recruitment approaches, followed by an overview of core HRM functions such as staffing, health and safety, rewards, and labor relations. The report includes a sample job advertisement for an English Professor at Woodhill College, along with discussions on suitable platforms for advertisement and the creation of job and person specifications. The report further delves into training and development, comparing training methods at Tesco, and evaluating the benefits of structured training programmes. It also addresses employee relations, discussing the importance of maintaining good relationships, employee legislation, and the influence of employee relations on decision-making, using ITV as a case study. The report concludes by summarizing the key findings and providing recommendations for effective HRM practices.

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Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
a) Purpose of workforce planning and role of HR manager in relation to planning and
resourcing....................................................................................................................................3
b) Strengths and weaknesses of different approaches to recruitment and selection....................4
c) Functions of HRM...................................................................................................................4
d) Strengths and weaknesses of different approaches.................................................................5
e) Critical evaluate the strengths and weaknesses of different approaches.................................5
TASK 2............................................................................................................................................6
a) Job advertisement....................................................................................................................6
b) Suitable platforms to place advertisement...............................................................................7
c) Job specification and person specification..............................................................................7
d) Rationale for application of specific HRM practices..............................................................8
TASK 3............................................................................................................................................9
a) Different between training and development..........................................................................9
b) Changes of customer expectations and its impact on training among Tesco staff..................9
c) Methods of training carried out by Tesco................................................................................9
d) Describing identification of training needs...........................................................................10
e) Evaluating the benefits of structured training programme for Tesco and its employees......10

f) Indicating the extent to which training contribute towards achieving the rate of return.......11
g) Types of flexibility approaches.............................................................................................11
M3..............................................................................................................................................12
D2..............................................................................................................................................12
TASK 4..........................................................................................................................................12
a) Significance for ITV in maintaining good relationship within employees...........................12
b) Employee legislation elements..............................................................................................13
c) Key aspects of employee relations and legislation................................................................13
d) Critically evaluate employee relations and influence decision making................................14
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is considered as an effective function that helps in
managing workforce within firm and achieves business goals. Main aim of HR department is to
assess the needs and wants of required human resources within organization (Chen and Huang,
2009). Therefore, it is essential for firm to carry out effective recruitment and selection process
in order to hire skilled workers and thus select right candidate for the right post. HR manager of
business identify the needs of skilled candidates so that vacant post can be filled. In the present
report, there are different case scenarios identified such as Woodhill College, Tesco and ITV.
From the study it can be assessed that identifying the purpose of workforce planning within
College and also assess the strengths and weaknesses of different approaches of recruitment and
selection within firm. Here, a job advertisement has been prepared at the vacant post of English
Professor. Hence, firm uses effective social media such as social media, TV advertisement and
newspapers etc. to attract required personnel.
TASK 1
a) Purpose of workforce planning and role of HR manager in relation to planning and resourcing
Planning of workforce helps in identifying the required needs of skilled workers so that
best results can be attained. HR department of Woodhill College aims to identify the requirement
of human resources and thus fulfill the same with the help of carrying out effective recruitment
and selection process (Fottler, Khatri and Savage, 2010). Purpose of human resource planning is
to evaluate the surplus and deficit of human resources in regard to maintain balance between the
planning. Thus, it helps in recruiting skilled workforce and thus attain desired results. However,
main role of HR manager is to carry out effective planning and thus resourcing the workers and
filling the vacant post within Woodhill College. Moreover, HR manager aims to carry out
effective planning and resourcing so that issues faced while hiring the candidates could be
overcome. It helps in fulfilling the vacant post by hiring specific personnel and thus results can
be attained (Gannon, Doherty and Roper, 2012). HR manager of Woodhill College aims to plan
and resource effective human resources from different colleges so that Woodhill can enhance its
performance in market.
b) Strengths and weaknesses of different approaches to recruitment and selection
There are different types of recruitment and selection approaches such as internal and
external and its strengths and weaknesses are as follows-

 Internal approach- It is an effective recruitment and selection process which is carried
out within the firm itself and thus recruit employees from internal staff through
promotion, job rotation etc (Habir and Larasati, 2007).
Strengths-
 Main advantage of internal approach is that it helps in minimizing the time and cost of
business because potential candidates are promoted internally at higher post.
 It also involves employee referrals and hires individuals who are capable and trustworthy.
 It also saves time as there is no induction training required for employees (Hoobler and
Johnson, 2004).
Weaknesses-
 Internal recruitment influences the inflow of fresh and talented candidates from market.
 Hiring employees who are not capable but they are in relation of HR affects the
productivity of College (Innocenti, Profili and Sammarra, 2013).
 External approach- Further, it is another approach of recruitment and selection which is
done from outside the firm.
Strengths-
 It hires candidates from pool of applicants.
 HR department has varied choices from which skilled candidates could be selected.
Weaknesses-
 External approach requires time and cost (Jackson and Mathis, 2008).
 It increases competition among existing workers.
c) Functions of HRM
There are different functions involves within human resource management and thus aims
to recruit skilled personnel at the right post. It is as follows-
 Staffing- It is one of the main function of HRM and thus helps in recruiting skilled
workers within Woodhill and fill the vacant post (Longenecker and Fink, 2013).
 Health and safety- Further, it is another HRM function and thus HR manager of College
aims to undertake effective policies in order to maintain health and safety of workers so
that it does not get affected (Martin, 2003).
 Rewards and benefits- Also, it is essential for HR manager to provide effective reward
and compensation to professors of Woodhill in order to satisfy their needs. It motivates

them to work hard and deliver significant information in order to sustain within firm for
long term (Martin, 2008).
 Labor and union relations- Further, it is also essential for HR manager to maintain
effective labor and union relationship so that they can work effectively as per the
direction and attain organizational goals (Montoro-Sánchez and Soriano, 2011). It also
minimizes the chances of conflicts among workers and employer and thus they work
together towards desired targets.
d) Strengths and weaknesses of different approaches
Internal and external recruitment and selection approach of aims to select skilled
candidates at the vacant post. Woodhill carries out both internal and external recruitment process
so that skilled personnel could be selected at the job position. Strengths of internal approach
assesses that it is less costly and time consuming process. While, it helps in promotion of
employees internally at higher post as well as recruit personnel who are referred by existing
workers (O’Sullivan, 2010). While, the weakness is that fresh candidates are not gives chance of
presenting their skills and talent. On the other hand, external approach of recruitment and
selection assesses that it helps in hiring skilled candidates from the pool of candidates. Here, the
weakness is that it is a time consuming process and requires more cost. While, the strength is that
it provides a pool of candidates from which fresh and talented workers are provided.
e) Critical evaluate the strengths and weaknesses of different approaches
As per the view of (Panagiotakopoulos, 2013), it can be assessed that main strength and
weaknesses of internal and external recruitment and selection approach within Woodhill College
is that it is essential for firm to recruit skilled personnel at the vacant post. However, Pattanayak
(2005), argued that main strength of internal approach is that it saves time and cost for recruiting
candidates while strength of external approach is that it provides pool of skilled and talented
candidates among whom suitable personnel could be selected. For example, the weakness of
internal approach is that it does not provide pool of candidates for selecting suitable candidates
for the vacant post in College (Pinnington, 2011). While, for external approach is that it requires
lot of time and money. Hence, it can be stated that both internal and external recruitment and
selection process helps in selecting capable workforce so that they can work effectively within
firm.

TASK 2
a) Job advertisement
Below presented in the job advertisement for the role of English Professor which are as
follows-
JOB ADVERTISEMENT!!!!!!!!!!
ENGLISH PROFESSOR
WOODHILL COLLEGE
This job advertisement has been prepared in order to announce the vacant job position of English
Professor within Woodhill College and thus candidate with in-depth knowledge and information
could apply for the vacant post (Rothwell and Kazanas, 2003). Applicants willing to apply for the
post need to have minimum 0.5-6 years experience in the same field and they need to send their
updated resume to www.woodhilljob.co.uk. Potential candidates with good communication skills
will be given preference. Candidates are required to carry 2 recent passport size photographs,
original mark sheets, personal ID verification etc.
Duties and responsibilities-
 Help students in improving their language and communication skills.
 Sharing knowledge so that confidence of students could be raised.
 Providing them communication and language workshop so that they can improve fluency
(Sims, 2007).
Abilities-
 Communication skills
 Leadership skills
 Conflict resolution skills
 Time management skills
 Presentation skills
Qualification- Masters in English language and grammar from proficient university.
Experience- Candidates should have minimum 0.5-6 years of experience within teaching
English language in any reputed university.
Salary- No bar for skilled candidates

b) Suitable platforms to place advertisement
There are different platforms available for placing advertisement for the vacant post
which is as follows-
 Newspapers and magazines- Woodhill College places advertisement within newspapers
and magazines in order to attract potential candidates at the post. With the help of
newspapers and magazines it places advertisement for large mass and thus pool of
applicants can be collected (Storey, 2007).
 Digital media- Further, it is another innovative platform that helps in advertising for the
vacant post of Woodhill College and thus inform potential candidates as they are using
such channels to interact with each other (Swanson and Holton, 2001).
 Online job portal- There is various online job portals which are updated regularly with
the information of vacant position. Thus, Woodhill could place advertisement within such
platform and attract various candidates to apply for the job position (Thorpe and Morgan,
2007).
 Social networking- It is another platform for placing advertisement and thus helps
College to inform candidates who are collected through social media. Hence, it is
considered as an effective channel of communication so that advertisement of job role
can be placed in order to fill the vacant post (Turner, Huemann and Keegan, 2008).
c) Job specification and person specification
Job specification can be stated as the document that helps in providing information
regarding vacant post within organization. While, person description can be stated as the
description of person applying for the vacant post so that it can be filled from number of
applicants (Wilton, 2013). Below presented is the job and person specification for English
Professor which is as follows-
Job Specification
Post- English Professor
Description of job- Candidate needs to be well versed in English language and grammar skills
so that they can improve the literature skills of students learning in Woodhill College.
Experience-
 0.5-6 years of experience as a English Professor with reputed university.
 Presentation skills

 Time management skills
Salary- No bar for potential candidates
Person Specification
Qualification-
 Masters in English language
Capabilities-
 Effective interpersonal skills
 Presentation skills
 Conflict resolution skills
Experience- 0.5-6 years of experience in English language and grammar.
d) Rationale for application of specific HRM practices
Applying specific HRM practices within Woodhill College aims to identify the surplus
and deficit of workers so that best results can be attained. However, it is essential for workers to
improve the practices of human resource management and involve HR department within
recruiting and selecting of candidates in order to fulfill the needs of workers. It also aids in
improving the issues and thus College can fill the vacant post effectively and efficiently. carrying
out effective HRM practices involves staffing, compensation and benefits, motivation and labor
and trade relationship (Yeo and Li, 2011). All such practices needs to be carried out by HR
manager of Woodhill College so that they could participate within business practices and thus
improve the brand reputation of firm in market. However, specific practice of HRM involves
carries out effective recruitment and selection process so that right candidates can be selected at
the right post.
TASK 3
a) Different between training and development
The training and development procedures are important as it support business to retain its
buyers and expand business in the marketplace. Here, training is generally organized for short
term by focusing upon current requirement in accordance with job related aspect. At the same
time, motivation is delivered through trainer only with sole motive to improve the performance
of employees (Human resource development (HRD). 2015). On the other hand, development

programme are organized by Tesco for long term with basic focus on future requirement
(Difference Between Training and Development, 2017). For example, development need occurs
to prepare personnel at higher position to get ready to secure a challenging position. In addition
to this, development related aspects only deals with the conceptual and general knowledge so as
to make the individual more competent to accept sudden changes take place in the business.
Furthermore, training and development has major different as former one is job oriented and
development is all about career.
b) Changes of customer expectations and its impact on training among Tesco staff
The most important task for an organization is to meet expectations of all its customers
by offering them good quality of products and services. This enables firm to increase overall rate
of return and create competitive edge in the marketplace. Being leading retail organization Tesco
tends to focus upon changing needs and expectations of buyers so that accordingly they can be
retained for longer time span (Ford, 2014). Furthermore, firm also put efforts to take feedback
from customers for varied offered products so that accordingly workforce can be provided
necessary training. For example, customer face issue related to service quality of any electronic
products offered by the firm then they get chance to file complaint regarding the same. This
makes it possible for management to organize suitable training for employees and enable them to
increase satisfaction level of buyers. Therefore, changing expectations of buyers assists
management to provide training among employees (Dodge and Mazerolle, 2015).
c) Methods of training carried out by Tesco
Tesco carries out both on-the-job and off-the-job training methods for increasing
expertise of its employees. Here, on-the-job training methods consist of different aspects such as
job rotation, coaching and mentoring etc. This facilitates workforce to get exposure of work as
well as learning together so as to manage their work effectively. However, company shed light
on imparting on-the-job training as it cheaper than another methods and enables workforce to get
their issues resolved on the spot (Pollock, Wick and Jefferson, 2015). Furthermore, off-the-job
training is also conducted for expertise of personnel. Here, management put efforts to develop
employees by improving their new skills in varied areas such as communication, team building
etc. At this juncture, company usually carries out external courses which are operated by other
professional training organization. Either firm can also ensure to include qualified staff for taking

training and helping other employees too. For example, A-level programmes are conducted for
new employees so they can start cooperating.
d) Describing identification of training needs
Training refers to the process of imparting learning among employees for enhancing their
skills and knowledge so as to accomplish their allotted task effectively. The training need can be
identified in several manner under which management can also ask workforce to provide their
views. Furthermore, standard are set for each department such as production, marketing and sales
etc and performance of employees is measured against the same (Wilson, 2014). In this manner,
respective supervisor come to know about the gap between expected and actual results. This
leads to identify the need of training. On the other hand, customer’s feedback and their
complaints are also the important aspect in identifying the training need.Hence, different factors
are considered for offering training such as personal behavior of personnel, customer focus and
working condition as well as expansion of the business (Dodge and Mazerolle, 2015). For
example, Tesco plans for its expansion then it becomes necessary to improve technical and other
related skills of personnel.
e) Evaluating the benefits of structured training programme for Tesco and its employees
There are several benefits of training method for employees as well as company which
tend to affect operation of business to a great extent. First training benefit of employees tends to
raise their sense of ownership in the firm as they get organized in the business decision making
process. Not only this but training makes personnel more productive and effective to deal with
issues which are being faced by customers. Similarly, new skills are also developed among
personnel related to technical and management as well as others. This proves to be effective to
determine growth of company itself (Tahir, Yousafzai, Jan and Hashim, 2014). Furthermore,
flexible structure of training contributes towards increasing overall rate of return of the business
and retains its buyers. Moreover, training sharpens skills of employees which in turn support
business to create its competitive edge with increased profitability. At the same time, with the
association of skilled and competent personnel firm build its goodwill in the marketplace with
higher level of satisfaction among all its stakeholders.
f) Indicating the extent to which training contribute towards achieving the rate of return
Training methods are helpful for company to bring improvement in the services quality
also expanding the business in the marketplace. This procedure can be completed by assigning