Human Resource Management Report: Workforce Planning and HR Practices

This report delves into various aspects of Human Resource Management (HRM). It begins by examining the purpose of workforce planning and the crucial role of HR managers in recruitment and retention, followed by an analysis of the strengths and weaknesses of different recruitment and selection approaches, including internal and external sources. The report then assesses the core functions of HRM, such as training and development, recruitment and selection, and compensation benefits. It includes a job advertisement, the identification of suitable platforms for advertising, and the creation of job and person specifications. The report also evaluates the impact of training programs on employee skills and organizational outcomes. Finally, it explores the importance of employee relations, the influence of employment legislation on HR decisions, and critically evaluates the application of HRM practices in decision-making processes.

Human Resource Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
a)Purpose of workforce-planning and role of HR manager........................................................3
b)Explain strength and weakness of various approaches to recruitment and selection process. 3
d)Evaluate the strength and weakness of different approaches in the recruitment and selection
process ........................................................................................................................................6
e)Critically evaluating the strength and weaknesses of various approaches in the recruitment
process.........................................................................................................................................6
TASK 2............................................................................................................................................7
a) Job Advertisement...................................................................................................................7
b)Identification of suitable platform in the advertisement..........................................................7
d)Provide a rationale for the application of HR practices...........................................................9
TASK 3............................................................................................................................................9
a) Comparison on Training and Development............................................................................9
b)Customer expectation change and impact on the organisation and it require to train the
employees..................................................................................................................................10
c)Types of training methods......................................................................................................10
d)Methods through which training needs are identified...........................................................11
e)Advantages for the organisation and the individuals for the training programmes...............11
f)Extent to which the training sessions is effective and attain ROI..........................................12
g) Types of flexibility................................................................................................................13
TASK 4..........................................................................................................................................13
a)Importance for the ITV to maintain good relations and influence on HR decisions.............13
b)Elements of employment legislation and influence on HR decisions...................................14
c)Evaluate the key aspects of employee relations and employment legislation impact on HR
decisions....................................................................................................................................14
d)Critically evaluate the employee relations and application of HRM practices in the ITV
decision-making process...........................................................................................................14
CONCLUSION .............................................................................................................................15

REFERENCES..............................................................................................................................16

INTRODUCTION
HRM play a great role they hire the candidate at the right position they are the asset for
the organisation. They various also help them to train the employees and hire the highly-skilled
workers this will increase production capacity. In the present report, the Tesco company conduct
various training programmes by adopting various on-job training methods to develop the skills
and knowledge (Adhikari,2010). Along with this, there is a discussion on the various elements of
employment legislation and this will impact on the ITV company. The various HR polices help
the company to maintain the employer-employee relationship.
TASK 1
a)Purpose of workforce-planning and role of HR manager
The Woodhill college expand its business but recently it faces issues of human resource
as they not use appropriate HR strategy. It is essential for the firm to planning for workforce so,
they meet its company objectives and goals effectively (Australia,2011). Their are some purpose
of workforce-planning and the HR manager play a major role in it that are describe below-
Recruiting- The cited college is planning for workforce so, they hire a suitable
candidates in the organisation to fill the vacant position. The manager of HR play its role in
recruitment an selection process as they use external approaches to retain more number of
candidates so, they provide the fresh or new talent that help them to reach at firm's goals in a
desired manner.
Retention- The main purpose of workforce planning is that to analyse the rate of
employee's retention. It helps the firm to take corrective measures so, the rate of retention of
manpower will increase. The HR manager play its role they use effective HR policies as per the
demands of human resource in the organisation (Davey and et.al. 2013). They provide training
time to time and also structure effective compensation plan this will satisfy them at higher level.
b)Explain strength and weakness of various approaches to recruitment and selection process
The cited college use various types of recruitment approaches so, the activities and
function in the firm are run smoothly that are as follows-
Internal sources- The HR manager of the organisation hire its candidates to fulfil the position
for the job. They select the suitable employees to fill the position within the organisation. The
various methods use to recruit and select the potential staff workers are the promotions and

internal advertisement etc. These sources of recruitment have some strength and weakness that
are:
Strength
 These sources is easy to use and it take less time -consuming to hire the suitable
candidate.
 It is not a lengthy process. It provide guarantee that the staff worker stay for a longer time periods if, the firm
promote them for higher position (Gannon, Doherty and Roper,2012).
Weakness The major weakness is that they will dissatisfy the co-workers if they not get
opportunities fulfil the higher position. This type of sources does not provide the organisation a new ideas and talent of
individuals It create discrimination in the firm in regards to sex, gender, religion and culture.
External sources- The firm hire and select the candidates from the outside the organisation. This
will facilitate the firm to select the new young generation that provide innovative ideas. The
various methods use in this recruitment approach are advertisement in the newspaper, social
websites and campus recruitment (Gibbs,2010). This type of approaches also have strength and
weakness that describe below-
Strength
 It will helps the organisation to increase the productivity..
 It will provide the firm to build a brand image in the minds of its customers.
 These source assist the company to pool a unique and highly talented candidates from
externally.
Weakness
 The external process is a time consuming and create high expenses.

 It does not provide guarantee to the firm as the candidates quit the job if, they feel
uncomfortable.
c)Assessing the function of HRM
Human resource management is a very significant for each and every organisation as the
its skills and abilities help to attain the goals and objectives effectively. The HR manager done
various function that deliver the appropriate talent of manpower to the company that are describe
below-
Training and development- The HR manager plays its role to train and develop the
existing or new employees. For this, they conduct training session and workshop this will
enhance the worker skills. The various methods are used by the manger are on-job training and
off-job training methods. It will provide benefits for the organisation the train staff workers
always done work in an efficient manner. It assure that they optimum utilise the resource leads to
cost-effective that directly increase productivity and profitability for the company.
Recruitment and selection- The HR manager done various activities in the recruiting
process so, they can meet with the suitable candidates and place them at a right position. The
manager choose effective approaches of recruitment from the various are the external, internal
and third -party sources (Hanif,2013). The various sources helps the manager to pool the skilled
workers from various different countries. They also identify the potential candidates according to
skills, knowledge and abilities. For this, they conduct interviewee, test to check the skills and
asked various question to check the knowledge.
Compensation benefits- The staff worker are the assets for the company so,it is
necessary to identify the demands and fulfil them effectively. It will helps the organisation to
reach its objectives efficiently if the employees put their maximum efforts in its job. It is possible
only when the company structure a flexible compensation plans such as increment in salary,
bonus plans, incentive schemes, retirements benefits and also pension schemes etc.
d)Evaluate the strength and weakness of different approaches in the recruitment and selection
process
The cited college use various types of sources in the recruitment methods are the internal
and external sources. They choose the effective sources by considering its strength and

weakness. The internal sources have a strength as it select and hire the potential employees in the
job position without create high expenses for the college. Along with this, this process take less
time as well as energy as they promote the existing employees to fill the higher vacant position.
This will largely dissatisfy the other co-workers who does not get any opportunities that impact
negative on the company (Gannon, Doherty and Roper,2012). On contrast, the weakness of
internal sources of recruitment methods is that it is ineffective to pool the newly and highly talent
of candidates. The company loose the opportunities to bring the new innovative ideas and also
restrict the entry for the potential number of people to fill the vacant position.
On the other hand, the external sources used by the cited college to fill the job position
have a strength is that they bring the innovative ideas. It facilitate the HR manager to pool the
knowledge and skills from wider places by used of advertisement on newspaper, social website
and campus placement. Whereas, select the candidates from externally is not appropriate source
for all the company as they require a huge amount to spend and also take consume more time to
place them at right position.
e)Critically evaluating the strength and weaknesses of various approaches in the recruitment
process
The internal and external approach used by the cited college are critically evaluating as
they have some limitations of it. The internal approach are used to place the right person at right
job within the organisation beneficial in terms of expenditure and time. However, with this
benefits it have some limitations is that they do not provide fresh and innovative ideas of
candidates (Holloway,2012). Along with this, the another limitations is that its will dis hearted
the other co-workers by not give them opportunities to fill the higher job.
The another sources is used to recruit the candidates from outside the college can be
critically evaluate that it is an effective for the company. They provide highly talented candidates
externally with the help of campus placement and also advertising etc. It have some limitations
of these sources is that it create lot of expenses and the whole recruiting process is time
consuming.

TASK 2
a) Job Advertisement
TEACHER STAFF REQUIRED
For
Finance department for the Graduate, Post Graduate and PHD Students
Eligibility/ Criteria
 Candidates have a graduate and master in finance
 Have a experience in same field for 2 years (Kerr and Rifkin,2013).
 Good communication skills in verbal as well as in written
Post resume through E-mail and candidate come in the interview along with original documents
and Passport size photograph by 30 March,2017
Postal Address:
c/c atterbury road and de villebois mareuil, Trumpeter’s Loop, Pretoria, 0076, London
b)Identification of suitable platform in the advertisement
The cited college hire the candidates for the role by using various platform that are
discussed below-
Internet- The advancement in the technology like internet many people are now spend
much of its time on it. It gives an opportunities to the various organisation to place the
information over the net (Lin,2010). It aware large number of people from wider area on social

sites such as Facebook, Twitter and Instagram etc. The Woodhill college place its advertising for
the academic position on social sites this will able the organisation to hire a suitable candidates
from various places.
Print media- The another platform for the college is a print media they can place the its
advertisement on newspaper, direct mail, magazines and catalogues etc. The organisation can
attract a large number of candidates by use of this platforms as the people spend much time on it.
Along with this, they also place advertising on banner, mobile and digital media etc. to target a
potential audience.
c)Preparation a job specification and person specification
The cited college hire the staff for academic in the finance field so, here it is a
documentation of job specification and person specification are under below-
Job description Person specification
Title: Finance Lecturer
Purpose of the job: To provide core-effective
knowledge on accounting and finance field to
the students
Department: Commerce department
Report to: Head Office
Duties and Responsibilities:
 The person have a capability to gain the
knowledge and enhance skills of
students in accounting and finance field
.
 Participate in the decision-making
process and various workshops. Supervise, guide and control the
students so, they maintain the discipline
in the college (Linley and
Garcea,2013).
Knowledge: He/ She have a depth knowledge
in core subject.
Skills:Communication skills, interpersonal
skills, thinking skills and motivating skills.
Aptitude: He/ She able to collaborate with the
other people
Qualification: PHD in finance
Personal qualities:
 Communication in public is strong.
 He/ she must able to answer the
students questions.
 He/ she capable to create a healthier
environment for the students in the
college.

d)Provide a rationale for the application of HR practices
The cited college is recently face some issues in turnover rate to resolve these issues the
HR manager of this organisation implement HR practices. It play a significant role such a
various policies of human resource management are recruiting, compensation benefits and also
conduct various training sessions. The company will be able to hire the right person at the vacant
position without any discrimination. They choose them in a fair manner by select candidates as
per the qualification, skills and capabilities etc. and place them suitable position. Along with this,
the another HR practices also play a great role to motivate the number of all individuals by
provide them financial and non-financial rewards (Malik,2010). However, the individuals skills
and knowledge will enhance to train them on new modern technology, seminars and also off-job
training. It will the college to increase the retention rate of workforce and they stay for the long
time .
TASK 3
a) Comparison on Training and Development
Tesco focus on training and development of its staff members so, they learn new skills
and the knowledge also improve with the current updates. These both have a different impact on
the employees that help the company to reach the goals and objectives effectively. Training
programmes can be define as the skill as well knowledge of individuals is acquire by carry out
the person to done a particular task (Melton and Hartline,2010). The various benefits for the
training sessions to the company and customers is that the productivity capacity will improve and
they become more flexible in various areas.
The cited organisation follow two types of methods are the on-job training and off-job
training. On the other hand side, the development have wider concept it influences the worker to
extend themselves and grow in its skills. The cited company take the people to go through the
managerial skills such as analytical as well as theoretical skills. This will aid them to grow in a
future and career will also develop.
b)Customer expectation change and impact on the organisation and it require to train the
employees
Customer have their own needs, demands, taste and preferences, lifestyle, habits and
attitudes etc. for the particular product and services. The company have to provide goods to them
this will increase the satisfaction level and customer expectation are ever-changing process. For

this reason, the Tesco conduct a market research to analyse the customer's desire and perception
relating to fashionable products. The customers demand the high-quality, various types of
designs and made available at affordable price of fashion goods.
The expectation of it is high so, the company needs to train the staff members this will
able them to fulfil its demands and needs in an effective manner. The cited company spend a
huge amount to train the employees so, they contribute maximum efforts will improvement in its
sale s(Human Resource Management. 2016). Along with this, the various training sessions as
well as workshops helps the individuals to increase the knowledge and abilities.
c)Types of training methods
The Tesco conduct the various training and development programmes on monthly basis
the employee productivity level will also improve and the firm sales also increase. The various
training methods are adopt by the organisation that are discuss below-
Job-rotation- The Tesco company use these methods to provide the work knowledge and
gain skills from its seniors. This methods provides the trainee an opportunities to gain the
experience at each job level position leads to create career development in future. The worker are
placed from one job position to another help them to find out the individuals problems as well.
Coaching- The Tesco conduct the coaching training methods under which the supervisor
give the feedback to the employees on its work performance (Tuan,2013). They also get
suggestions if required for the improvement from all individuals on-job training programmes.
The main benefits from these is that they give the opportunities to the trainee to express its duties
to them that release its burden.
Apprenticeship- The cited organisation conduct these training programmes in which
they together both education classroom and on-job-task that are under close monitoring. It will
provide training on the design of various patterns so, they staff workers are able to make various
innovative designs. Tesco plan in advance to conduct the apprenticeship on yearly basis as it
requires huge expenses and time consuming.
d)Methods through which training needs are identified
Training helps the organisation to done the work on time as the huge amount spend to
conduct training programmes. This will be very effective for the company by put more increase

in various skills an knowledge leads to enhance the productivity as well as profitability. The
needs of training are to be identify the cited company by use of various methods that are
discussed below- Task Analysis- The company follow this analysis to identify the needs of its individuals
so, they fulfil them on right time. The task analysis will assist them to know the needs of
employees as it deliver the information of task aspects and also the behaviour of
personnel in a particular situations while they person job (Tuan,2013). It helps the trainer
to analyse the expectation of employees relate to job knowledge and skills towards work.
This will facilitate the firm to know the performance standard of worker help them to
identify the train needs.
 Main Analysis- This Analysis helps the Tesco to gain the information through deep
observation and check the staff worker past records. The main analysis provide the firm
to know each individuals performance as well as production capacity and also check the
efficiency level to meet the deadlines. It help them to know the training needs of worker
and these analysis adjust the errors effectively.
e)Advantages for the organisation and the individuals for the training programmes
The Tesco company conduct training programmes this will provide advantages to both
employees and the organisation that are discuss below-
Benefits to the organisation Increase turnover rate- The training sessions enhance various skills and knowledge that
make the worker more effective and efficient in the job. The people learn more skills
such as motivational, communication, leadership and also develop positive attitude
towards firm. The trained employees always put more efforts towards its job and make
them problem solver in various different situation. It impact positively on the company's
revenues leads to increase turnover rate. Effective utilisation of resources- The worker utilise resource such as material and
machines etc. if the proper training are given to them. The trained employees done job by
effective use of resources leads to reduction in cost to firm.
Benefits to the employees