Human Resource Management Report: Workforce Strategies and Legislation

This Human Resource Management report provides a comprehensive analysis of workforce planning, recruitment strategies, and training and development programs across various organizations, including Woodhill College, Tesco, and ITV. The report begins by exploring the purpose of workforce planning and the role of HR managers, followed by an examination of different recruitment approaches, their strengths, and weaknesses. It then delves into a job advertisement for a Lecturer position at Woodhill College, including job descriptions, personal specifications, and the optimal platforms for advertisement placement. Furthermore, the report contrasts the training and development programs of Tesco, analyzing training needs assessments, methodologies, and the benefits for both the company and its employees. Finally, the report examines the importance of maintaining good employee relations for ITV, considering key elements of employment legislation and how they influence HR decision-making, culminating in a detailed conclusion and references.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
LO1.........................................................................................................................................3
a) Purpose of work force planning and role of HR manager(P1)...........................................3
b) Strengths and weaknesses of different approaches of recruitment.(P2)............................4
TASK 2............................................................................................................................................5
P7............................................................................................................................................5
a) Job advertisement for Lecturer at Woodhill college..........................................................5
b) Platform for the placing of the advertisement by Woodhill college..................................5
c) Personal specification and Job description for the job.......................................................6
PART 2............................................................................................................................................7
TASK 3............................................................................................................................................7
a) Differences in training and development program of Tesco..............................................7
b) Training needs assessment and use of different method....................................................8
c) Benefits of Tesco and employees with implementation of the systematic approach of
training and development.....................................................................................................10
d) Effectiveness of the Tesco training and development practices in accomplishment of return
on investment........................................................................................................................10
PART 3..........................................................................................................................................11
TASK 4 .........................................................................................................................................11
a. Importance for ITV to maintain good employee relations ..............................................11
P6 Key elements of employment legislation and ITV HR decision making with the
consideration of various factors...........................................................................................14
CONCLUSION .............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource consist very important part in the business to make high growth and
attain desired results at workplace. It is essential activity that create systematic work
performance through HRM strategy. In this context, report based on the different enterprises
which undertaken as important part in success of the business (Glendon, Clarke and McKenna,
2016). For example, Woodhill college, Tesco, ITV, etc. For gaining insight information, it covers
purposes and workforce planning at Woodhill college to recruit new faculties. Furthermore, it
includes differences in training and development program of Tesco to increase systematic work
performance. At last, it is determines importance of the key elements of employee legislation
which could be influence to the ITV.
TASK 1
LO1
a) Purpose of work force planning and role of HR manager(P1)
The planning of the work force is very necessary for the company as it helps the company
to gain a better profitability and productivity. According to Smith(2014), the workforce planning
is the effective management of the work force that is been recruited or is been working in an
organisation. It involves the proper recruitment, training and allocation of the duties and
responsibilities to the employees at the work place. It helps the organisation like Woodhill
college to take the appropriate measures that helps the company to meet the requirements of the
organisation. The work force planning is the effective management of the people or the
employee's of the company, where various individuals are been placed on the right place, on
right time in order to execute the particular organisation function or operation in a very effective
manner. This helps the organisation like the cited firm to achieve the short as well as the long
term objective. It helps the management of the priorities and operational needs of the cited firm.
Besides this, the effective work force planning helps the company to gain a better control over its
operations and meet the legislative and production related requirements in order to gain the
organisational objectives. The major purpose of the strategic planning is that it helps the
company to manage its human resource in an effective and efficient manner. This will help the
company to plan resources, budgets and the target goals in order to improve the work efficiency
of the Woodhill college. Besides this, it will help the cited firm to gain a better productivity.

The HR department of the firm will manage the overall operations of the recruitmwent
and the training process at the Woodhill college. They will perform certain tasks that will help in
effective management of the workforce such as:
 They will look after the proper training and the maintaining of the operations in the
Woodhill college.
 They will look after the recruitment process of the suitable candidates in the organisation.
 The HR department of the Woodhill college will also look after the providing of the
suitable training to the new recruits of the company.
 Apart from this, the HR department of the company will take the suitable measures to
sustain the existing work force in the company.
 The HR manager will lay the emphasis on the effective staffing of the teachers or the
teaching professionals in the college.
 Besides this, he will also look after the effective training process of the employee's or the
teaching staff in order to meet their Continuous professional development (CPD) at
Woodhill college.
 Apart from this, as the sector is not the affluent one, the HR manager will look after the
effective, low cost reward system to sustain the employee's and the teaching staff.
b) Strengths and weaknesses of different approaches of recruitment.(P2)
Various approaches are been taken into consideration for the recruitment and selection
process at the Woodhill college. Thais will help the company to take the suitable measures in a
very appropriate manner. Some major methods or the approaches and their strength and
weaknesses, that are been taken into the consideration by the company are:
 Internal Sourcing: In this approach, the HR department of the Woodhill college will
look after the efficient employee's for the vacant post within the organisation. The
existing employees of the organisation will be analysed and screened by the HR
department to fill the vacancy. Its major strength is that it saves time and effort of the
organisation but the main weakness is that, sometimes, the HR department is unable to
find the suitable candidate for the post within the company.
Advantage:
 This approach helps the organisation to gain a better share of the knowledge about the
various employee's that are been working in the organisation.

 This will save the time and money that are been used by the company for external
recruitment process.
Disadvantage:
 This does'nt allow the HR manager to explore of the better employee's outside the
Woodhill college.
 External sourcing: This approach is used when the company is unable to get the suitable
candidate within the organisation. In this the candidates are been called or approached
external to the organisation by the HR department. Detailed analysis and screening of the
potential recruits is been done and based on the meeting of the requirements, further
processes are been carried out. The major strength of this approach is that it allows
company to analyse large number of candidates but it is a very time and resource
extensive process.
Advantages:
 It helps the HR manager to get the employee's from outside the organisation.
 It helps the firm to get large number of candidates to choose from for the better selection
of teaching staff.
Disadvantage:
 It requires high amount of time and money.
 Third party sourcing: In this the company will contact the third party firm i.e.
consultancy firms and provide their requirements to the firm. The firm will look after the
suitable candidates and will send him to the client company for the interview process. It
helps in saving the time and effort of the company as well as the candidate but it is a very
expensive process to follow.
Advantage:
 It shortens the selection process and saves time for the HR manager for the recruitment
process.
 It helps the organisation to get the candidates that effectively meet the requirement
criteria.
Disadvantage:
 It is a very expensive process to follow.

The advantage and the disadvantage of the different approaches of recruitment and
selection are:
 Just Using CV's:The CV will help the HR manager to gain a better idea of the various
knowledge and the skill set of the candidate and helps the HR manager to shortlist the
candidates easily but it doesn't give the clear idea about the fairness of the efficiency and
ethical qualities of the candidate. Besides this, the information that is been provided in
the CV needs to be relevant in respect to the job profile and requirements.
 Using the website: Using the website like job.ac.uk, the HR manager will look after the
effective management of the candidates and shortlist the candidates based on the
knowledge and the skill set provided by them. A list of basic questions can be formulated
and provided to the candidates that will lead to the uniformity and fairness.
Besides this, the HR manager of the Woodhill college my opt for the setting up of a panel
interview for the better selection process. Then candidates can be asked to provide a 10 minute
lecture or presentation on a specific teaching topic to the students of Woodhill college. Proper
garding with the evidence and grade requirements can be provided to the candidates in order to
generate a good re equality. The interview panels must be given the proper training to resolve the
problem of the biasses towards and employee and the general interviewing can be done to get the
best out of the candidate and maintain the consistent quality of the interview process.
TASK 2
P7
a) Job advertisement for Lecturer at Woodhill college
Job profile: Physics lecturer at Woodhill college
Job Description: To see through the studies of Physics subject to the students and will conduct
regular examinations and assessment of the knowledge imparted to the students.
Skills Required:
 Able to work with High school and college students.
 Able to travel locally as well as abroad for workshops and seminars.
 Able to communicate and interact with other faculties and institutions for educational
needs.
 Must be well versed in concepts of experimental as well as the theoretical Physics.

 Basic IT knowledge.
 Very good time and resource management.
Salary and Wages: £20,000 with allowances
Location: Woodhill college, UK
Responsibilities:
 Will be working with various educational boards.
 Teaching, examining and assessing the knowledge imparted to the students.
 Adaption of the latest teaching measures and technologies in order to improve the
quality of education at the Woodhill college.
 Communicating with the partner and the supportive organisations for the education
purposes.
 Organise and facilitate various subject related activities to improve the knowledge of the
students.
How to apply: Application form are available on the college website. Also, walk in interview
in progress on week ends 9:00 AM to 12:00 PM.
Deadline: Apply before 1st of March.
b) Platform for the placing of the advertisement by Woodhill college
The most appropriate platform to place the advertisement by the Woodhill college is:
 Electronic media: This will be used to broadcast the message by the means of radios and
televisions. It is quite economic and cover large number of audience.
 Social media: As the most popular and convenient method of advertisement, it will help
the Woodhill college to reach maximum number of potential candidates. It is the most
economic, fastest and widely used platform and is easily accessible to majority of people.
 Print Media: It is the most economic but quite slow mode of placing the advertisement.
Also, it covers restricted number of people.
 Internet: Advertisement can be placed on the internet by the company's website which is
the economic and fast way to provide the information to the maximum number of people.
c) Personal specification and Job description for the job
Job description

Job Profile: Physics Lecturer at Woodhill college
Job Description: They will look after the studies of Physics subject to the students and will
conduct regular examinations and assessment of the knowledge imparted.
Responsibilities:
 Teaching, examining and assessing the knowledge imparted to the students.
 Adaption of the latest teaching measures and technologies in order to improve the
quality of education at the Woodhill college.
 Will be working with various educational boards.
Salary and Wages: £20,000 with allowances
Qualifications:
 Master degree in Physics
 Batchlor degree in Physics
Skills required:
 Must be well versed in knowledge of physics.
 Able to work in Higher education institutions or college.
Personal Specification
Criteria Essential Desirable
Qualifications/Attainments 
Knowledge & Experience of teaching the
Subject

Competencies & Skills
such as
Problem Solving Skills 
Communication Skills 

Ability to work volunteer
IT Experiences 
PART 2
TASK 3
a) Differences in training and development program of Tesco
Training and development activities are helps to improve performance of employees. In
this regard, current and future employee performances will be increasing with ability of their
own performance. It also assists to make changes in attitude of employees with increasing skills
and knowledge.
In respect to develop systematic results and outcomes, Tesco apply training and
development program in their business. With the help of proper functioning and outgoing
activities, more profits and revenue will be generated in the business. With this regard, following
differences exist in training and development program of Tesco:
Meaning: Training is defines as the learning process that helps to increase performances of
employee through creative skills and abilities. On the other hand, development program assists to
increase growth and performance in personal and professional context.
Time frame: It determines in the short term process. However, development activities require for
long term period to run business operations.
Orientation: In Tesco, several strategies determines to attain desired goals and objectives. Beside
this, in development program work assists to focus on the trends that are needed for future
development program.
Motivational technique: In this aspect, trainer design their activities as the motivational tool to
increase performance of the candidates. Furthermore, development program of the Tesco consist
through only self motivation for ascertain systematic activities.
In respect to carry the present discussion, it can be interpret that training and
development program different from each other which assists to develop effectiveness that attain

desire aims and objectives. Hence, HRM increase performance with current and future planning
as well.
b) Training needs assessment and use of different method
Tesco has efficient value in respect to implement creative products and services
according to the customer needs. In this regard, changes require according to the demand and
requirement of grocery products. It creates major impact on the retail business operations and
functions to develop systematic activities. Further, organisation also need to make concentration
on the changes on their qualitative products and services. Hence, it could be create impact on the
values of products and services to face competition of the market (Glendon, Clarke and
McKenna, 2016). Hereafter, effectiveness will be created in the market position due to certain
changes in social factors.
Illustration 1: Difference in training and development
Source: (Wheeler, 2013)

Importance of the methods of training among the staff members: In respect to
accomplish desired goals and objectives, Tesco need to ascertain importance of training in their
business. Therefore, public interest mainly changed which create greater impact to implement
changes in the business. It is mainly increasing capabilities and skills of each member at
workplace to attain desire aims and objectives. In the selected business, systematic process also
undertaken that assists to create professional development through implement training program.
In order to identify training needs, it is essential to Tesco to assess counter productive to
offer individual training and development program. Following are certain methods exist through
training needs could be assess:
Organisational analysis: In the organisation, manager need to identify reasons for
desired training. In this aspect, Tesco need to concentrate on their goals and objectives which
they want to accomplish. Hence, they can conduct training program easily.
Person analysis: Person analysis is kind of assessment in which potential participants
and instructors are involves in the process. Hence, each person need to involve in the process.
Tesco need to identified that employees requires skills to perform particular task and activity.
Furthermore, equipments are also assessed that are needed for training.
Work analysis: In this way, analysis of task are involved as per the job requirement to
perform particular task. In Tesco specify of the main duty and skills required to perform
particular job.
On the Job training: On the job training, person determines their experience through
learning and guidance of their manager. Further, in Tesco they are performs their operations
through coaching, mentoring, etc. of their seniors. Hence, proper interaction increasing which
helps to increase awareness towards the aims and objectives. Performance will be improve
through focus on the certain areas which improve systematic results at workplace. In addition to
this, on regular basis employee learn from their job which increasing performance and outcomes
in systematic manner (Smith, 2014). Beside this, employee are also getting benefit of practical
learning that increasing their performance.
Off the Job training: It is another approach which used to enhance performance of
employee through off the job training. In this regard, manager and senior will provide proper
guidance with learning activities. Different techniques are also implemented to concentrate on
the management games, role play, etc. Hence, the chosen business has opportunity to apply

particular job that increasing retention for development of the results. With the help of the off
the job training method, the chosen firm can easily develop their understanding towards
employee performance and outcomes (Pierce and Aguinis, 2013).
c) Benefits of Tesco and employees with implementation of the systematic approach of training
and development
Training and develop consist important role to make sure that employees are able to
attain desire goals and objectives. In this regard, knowledge and performances will be increasing
to accomplish results in systematic manner (Abdelhak, Grostick and Hanken, 2014). It is the best
way to attain goals to meet with the desired results. Following are different approaches defines
which could be used by manager of Tesco to increase performance of the employees and
beneficial to them:
 With the help of training to Tesco employees, job satisfaction and morale among
employees will be increasing.
 Employee motivation also enhances that assists to perform several functions and
operations.
 Efficiency of the process also increasing that helps to set new technologies and methods
in the business.
 Employee turnover also decreasing which help to concentrate on the target of the
business.
d) Effectiveness of the Tesco training and development practices in accomplishment of return on
investment
Manager of the chosen company require concentrate on the performance to increase
systematic activities at workplace. In this way, they need to implement proper concentration on
Tesco employees to deliver creative results. Moreover, critical evaluation also helps to perform
different activities in systematic manner. Hence, it consists valuable tool for the action plan in
personal and professional development (Hwang and Ng, 2013). Along with this, coordination
also need to develop that build systematic results on return on investment.
In respect to implement training facilities, better quality of services will be implemented
which assists to improve efficiency of workers in systematic manner. It is the systematic
activities that assist to accomplish desire aims and objectives. Following are certain benefits will
be implemented in retail sector business: