Human Resource Management Report: Workforce Planning & Legislation

This report delves into the core principles of Human Resource Management (HRM), exploring workforce planning, recruitment and selection methods, and the roles and responsibilities of an HR manager. It analyzes the strengths and weaknesses of various recruitment approaches, including internal and external sources, and examines the importance of job advertisements, descriptions, and person specifications. The report further investigates the differences between training and development, using Tesco as a case study to illustrate training methods and their effectiveness. Additionally, it highlights the significance of maintaining good employee relations and outlines key elements of employment legislation and their impact on business performance, with case studies from Woodhill College and Tesco.

Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1. Role of HR manager and purpose of workforce planning....................................................1
P2. Strengths and weaknesses of recruitment and selection methods ........................................3
TASK 2............................................................................................................................................6
P7 Illustrate the different application of HRM practices............................................................6
PART 2............................................................................................................................................8
TASK 3............................................................................................................................................8
P3 (a) State the Difference between training and development .................................................8
(b) Identify various methods and needs of training used by TESCO ........................................9
c) State systematic method to development and training .........................................................11
P4 d) State the effectiveness of TESCO's training and development practices........................11
PART 3..........................................................................................................................................12
TASK 4 ......................................................................................................................................12
P5 State the importance of maintaining good employee relation.............................................12
P6 State the key elements of different legislation of employment............................................13
CONCLUSION..............................................................................................................................14
REFERENCES .............................................................................................................................15
.......................................................................................................................................................16

INTRODUCTION
Human resource management is an effective process of developing and hiring workers so
that they get more valuable and essential to the enterprise (Human Resource Management,
2018). HRM is an important activity of selecting and recruiting employees, giving induction and
orientation, development and training, performance appraisal, benefits and compensation as well
as motivating and keeping long-lasting connections with trade union and workforce (Anderson,
2013). It is also important in maintaining staff member’s safety and their health and welfare
analysis in compliance with certain laws or legislation of the land. In this process, human
resource manager plays a vital role towards achievement of long term goals and objectives of
company.
This report is based on three different organisations such as Woodhill College, ITV and
TESCO. This assignment determined about various functions and purposes of workforce
planning and duty of HR manager. Weaknesses and strengths of various methods to selection
and recruitment are also shown in this study. Job advertisement, description and person
specification for the specific role are also covered in this project. Difference between
development and training and its requirement which are also determined in this assignment.
Importance of employee relation and different components of employment legislation effects on
business performance and profitability, it is covered in this study.
TASK 1
Case Study: Woodhill College
Introduction: As per the given case study that covers requirement of selecting new candidates in
Woodhill College, presently, in institution, few vacancies are available which are required to be
filled with the skilled and talented employees. Also, it determines regarding creating a better
strategy which assists in keeping both; existing as well as future needs systematically.
P1. Role of HR manager and purpose of workforce planning
Human resource management is a process of planning, monitoring, organising and
directing of the procurement, development, compensation, interaction, maintenance and
separation of HR to the end that individual, social and enterprise objectives can be attained
(Armstrong and Taylor, 2014). One of the main roles and responsibilities of human resources is
to hire talented and experienced persons who can easily accomplish predetermined objectives of
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business. There are different roles or duties of human resources in order to manage various
resources and business operations effectively. These are determined as below:
Roles Responsibilities
Role as a business partner  Develop long-lasting connection with
employees and customers.
 Hire experienced persons who
accomplish long term objectives on an
organisation (Aswathappa, 2013).
 Creates realistic plans or timelines for
the achievement of business targets.
 Identifies the needs of different training
and development events.
Change agent  Utilize communication process or
activities on daily basis that supports
manager in dealing with difficult
situations or customers.
 Analysing the gap between various
practices or activities of management.
Administrative Expert  Need of human resources is to provide
safety, labour laws and immigration to
the employees.
 In order to achieve maximum profits
and revenues, administrator should give
effective training and development to
their employees (Batt and Colvin,
2011).
Role as a worker Advocate  Review the employee’s performance by
applying 360 degree feedback.
 Manage misunderstanding and
grievances between union and
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employees systematically.
Workforce planning: It is referred as a systematic term in order to identify what business
is going to required in form of the quality, type and size of workforce to accomplish its
predetermined goals and objectives (Workforce Planning, 2018). It is also essential for company
to analyse the skills, knowledge and experience of employees, it is required to get the correct
people in an right place at the perfect time.
Purpose and aim of workforce planning: It is very important and beneficial for company
to identify the skills, knowledge and talent of employees (Beardwell and Thompson, 2014). In
this, main role and responsibility of human resources is to hire competent and knowledgeable
candidates who can accomplish predetermined targets and goals of company within allotted time
period. Woodhill College is an institution that provides education to the students. There are some
needs of talented staffs who provide better education to the students in a systematic manner.
From the few years, institution relies on specific approach of recruiting and they do not have any
kind of clear strategy towards keeping future and existing requirement of employees. Therefore,
business is needed to select candidates from various types of recruitment sources which provide
them advantage to recruit the right person. Through various sources, company can easily recruit
or select number of experienced persons who can easily attain long term objectives of an
organisation. Workforce planning helps the enterprise to identify basic needs and requirements
of candidates regarding their training and development program.
P2. Strengths and weaknesses of recruitment and selection methods
Recruitment and selection is an essential process for company to hire the best and
talented candidates from a pool of applicants (Berman, Bowman and Van Wart, 2012). These
activities deal with stimulating or searching workers to employ for the job in Woodhill College.
Selection is also an important process for the enterprise to choose knowledgeable persons from
different number of applicants systematically. Both the processes are essential for institution in
order to achieve long term goals and targets in given time duration. There are mainly two types
of recruitment and selection approaches such as internal and external.
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Illustration 1: Various Sources of Recruitment & Selection
(Source: Internal and External Sources, 2018)
Internal source of Selection and Recruitment: In this, institution hires knowledgeable
person in their college. This means recruiting workers who are presently working in the business
in various departments through transfer, promotion and many others. This source has some
strengths and weaknesses which are determined as below:
Strengths Weaknesses
 Enhance morale and performance of
existing employees.
 Internal source decrease the reason of
fast decision.
 One of the main strengths of internal
method is reliable process for company.
 Encourage or promote self-
development among employees.
 This process de-motivates workers
from outside the enterprise.
 Lack of new persons
 Existence workers or employees may or
may not be understand regarding the
new technology.
External source of selection and recruitment: It is also an essential and beneficial
process for college in order to recruit and select person from outside the organisation (Bloom and
Van Reenen, 2011). In this, they can do direct web publishing, employment exchange and direct
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recruitment and many other. There are some strengths and weaknesses of such methods which
are determined as below:
Strengths Weaknesses
 Open gate for new candidates or talent.
 It is an economic and time-saver
process so in this, workers are already
experienced or trained.
 Main strength of this process is, in this
people have a maximum experience.
 One of the main weaknesses of this
process is that it is a longer activity.
 It is more costly activity interviews and
advertisement needed.
 Selection activity may not be
impressive sufficient to reveal
knowledgeable candidates.
There are some another essential approach which is apply by the Woodhill college are
determined as below:
Interview: It is one of the main and foremost methods for college. In this, business asked
various questions to the person about theirs background, education and other personal and
professional details (Bröckermann, 2012). There are some weaknesses and strengths of this
method which are described as below:
Strengths Weaknesses
 It is a flexible and adaptable process for
the college.
 It is an essential approach for the
business to easily identify employee’s
skills and their experience.
 It is an expensive and time consuming
process.
 This approach mainly needed skilled
employees.
Aptitudes Test: It is a beneficial approach of selecting and identifying the basic
knowledge of person. This test guess about student's capabilities or abilities to get a knowledge
or accomplish a task (Coff and Kryscynski, 2011). It is valuable for the college to maximise
basic talent and skills candidate's regarding business role. This approach also has some
weaknesses and strengths which are described as below:
Strengths Weaknesses
 It is very essential approach for the  In this approach, aptitudes or power of
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business to recruit knowledgable
candidate's.
 This approach reduces anxiety.
persons is does not required.
 It is a time consuming process for the
organisation.
TASK 2
P7 Illustrate the different application of HRM practices
(A) Job Advertisement
JOB OPPORTUNITY
Woodhill College is searching or researching for knowledgeable and well-educated persons
who fits in the existing vacant position in South Africa, Pretoria
HR Manager
Needed Knowledge and Talent
 Master degree in Marketing and Human Administration.
 Experience required is 3 years.
 Proficient in PowerPoint, Word and Ms-Excel, etc.
Interested persons can go for within working days on Woodhill College website .
B) Different types of advertisement sources:
 Print Media like; magazines, newspaper and many other.
 Television and Digital Media
 Social Media i.e. Twitter, Facebook and other many sites.
 Woodhill College website
 Woodhill College Bulletin Board
C) Create Person Specification &Job Advertisement
Job Description
Business Name Woodhill College
Job Designation HR Manager
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Location or place South Africa, Pretoria
Reporting or Announcing To Top level Authorities (Principal)
Roles and Duties  Create healthy and interpersonal communication.
 Manage human resource in an effective and
efficient manner.
Working Hours for the candidate's 9 am to 6.30pm
Salary 7000 Pound per month
Working Facilities for the persons College will give flexible or workable working hours,
compensations and many other benefits as per their
performance or moral to its employees.
Person Specification
Name: ABC
Contact no.: 23456
Email: [e-mail]
Qualification:
Master in Business University 85.00%
Bachelor of Business University 65.00%
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Administration
Graduate school UK school 75.00%
Secondary education UK school 82.00%
Personalized information
Father's name: PQR
Mother's name: XYZ
Achievements:
 Star Performer of the months
 Rewards
PART 2
TASK 3
Case Study: TESCO
Introduction: TESCO is a retail company in United Kingdom. Main purpose of this business is
to achieve long term goals and objectives in given time period. As per the case study that
describe about the needs of company towards development and training approach. In this they
provide effective program to its existing employees in order to increase basic skills and
knowledge of them (Daley, 2012). Respective firm trust in recruiting competent and
knowledgable candidate's who can easily accomplish predetermined goals and targets of
business. This task determined about the difference between development and training.
P3 (a) State the Difference between training and development
Training and development both are important part for the company to provide effective
program to the employees in order to increase its basic skills and knowledge on particular matter.
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In this business organise training events in order to enhance the productivity and performance of
employees whereas development increase additional knowledge and skills, in this workers can
acquire maximum learning (Guest, 2011). There are some difference between training and
development which are determined as below:
Basis of difference Training Development
Meaning It is identify as an effective
process of maximising skills
and knowledge of a worker.
It is also essential process of
increasing growth and learning
of an employee.
Orientation Training is identify as a job-
oriented activity.
Development is known as
career-oriented activity.
Duration Training is a short term
procedures, for a determinate
duration.
It is known as long term
procedure, which proceed
place due to the person life.
Focus This process mainly emphasis
on technical skills.
This activity mainly focuses
on human and conceptual
ideas.
Objectives It enables the worker to
perform and employ the job in
a better manner.
Main objective of development
is to ensure entire growth and
development of the worker.
(b) Identify various methods and needs of training used by TESCO
Training is one of the essential and beneficial part of the company's development and
growth. It is important and useful for both manger and employee of respective firm (Hendry,
2012). Accurate training enhance the performance and productivity of employees in an effective
or efficient manner. There are some requirements of training which are determined as below:
Training needs or requirement can be determined through following kind of analysis:
Organisation Analysis: Systematic study of business in terms of its resources, objectives,
resources utilisation & allocation, growth possible and its atmosphere. Main purpose of this
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