Human Resource Management Report: Task 1,2,3,4 Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on workforce planning, recruitment, selection, training, and employee relations. The report begins by addressing the purpose of workforce planning and evaluating different recruitment and selection approaches, highlighting their strengths and weaknesses within the context of Woodhill College. It then examines the core functions of HRM, including recruitment, performance appraisal, and compensation, and evaluates the recruitment and selection process. Task 2 focuses on job advertisements, platform for job advertisement, job specifications, and personal specifications. Task 3 explores the differences between training and development, the impact of customer expectations, training methods used by Tesco, methods for identifying training needs, the benefits of structured training programs, and the impact of training on investment. The report also covers methods of flexibility used by Tesco for expanding business. Task 4 addresses the importance of maintaining good employee relations, key elements of employee legislation, and key aspects of employee relation management, providing a critical evaluation of employee relations. The report offers insights into various HRM functions and provides valuable information for understanding and improving HRM practices within an organization. The report concludes with a summary of key findings and recommendations.

HUMAN
RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................4
TASK 1............................................................................................................................................4
(a) purpose of workforce planning ..............................................................................................4
(b) strenths and weakness of different approaches of recruitment and selection .......................5
(c) Functions of HRM..................................................................................................................5
(d) Evaluation of recruitment and selection process ...................................................................6
(e) Critical evaluation of recruitment and selection approach ....................................................7
TASK 2............................................................................................................................................7
(a) Job advertisement ..................................................................................................................7
(b) Platform for job advertisement ..............................................................................................8
(c) Job specifications and personal specification ........................................................................8
(d) Application of HR practices ..................................................................................................8
TASK 3............................................................................................................................................8
(a) difference between training and development .......................................................................8
(b) Impact of changes in customer expectations .........................................................................9
(c) Training methods used in Tesco ..........................................................................................10
(d) methods for identifying training needs ................................................................................11
(e) benefits of structured training program ...............................................................................11
(f)Impact of training on investment ..........................................................................................12
(g) Methods of flexibility used by Tesco for expanding business ............................................12
M3..............................................................................................................................................13
D2 Critical evaluation of HRM practices ................................................................................13
TASK 4..........................................................................................................................................13
(a) Importance for maintain good employee relations ..............................................................13
(b) Key elements of employee legislation ................................................................................14
(c) Key aspects of employee relation management ..................................................................14
(d) Critical evaluation of employee relations ............................................................................14
CONCLUSION..............................................................................................................................15
REFERENCES .............................................................................................................................16
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INTRODUCTION
Human resource management is practice that is being adopted in an organization for
managing the manpower inventory in structured and effective way. Employees are most
significant asset of the organization that gives positive efforts for accomplishing required goals
of the entity in effective and advanced manner. It is assertive that systematic and organized
approach should be used for handling the manpower of the enterprise in effective manner.
Present report describes about purpose of workforce planning and strengths and weaknesses of
different approaches of recruitment and selection has also been mentioned. In addition to that
impact of functions of HRM and their strengths and weaknesses have been described and
mentioned ion the report.
TASK 1
(a) purpose of workforce planning
Woodhill college is facing critical issues due to the ineffective recruitment policy. Staff
turnover rate is high in the organization and number of vacant job positions is also high. It has
becomes assertive that management of Woodhill college should take prominent steps for
resolving the issues that is being faced in entity. Work force planning supports for placing right
candidates at right job positions and it helps for carrying out required business functions in
effective way. Main objective of work force planning is to identify total number of vacant job
positions in the enterprise (Kotler, 2015).
It helps for carrying out hiring process so that vacant job positions of the enterprise can
be fulfilled by employing talented and skilled people in the organization. Initially forecasting of
labour demand is done and available manpower inventory is also analyses so that vacant job
positions can be fulfilled. Workforce planning done in an organized and systematic way helps for
controlling the labour cost (Abdullah, Hamali and Abdullah, 2015). In addition to that it also
helps for executing required functions of the enterprise in efficacious way. Reservoir of talent
can be developed in the enterprise. Vacant job positions of the company can be filled with hiring
talented and suitable staff members. In addition to that workforce planning also supports for
carrying out succession planning in better and effective way. Data and facts that are collected by
carrying out workforce planning aids in assessing surplus and shortage of labour (Swart, Mann,
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and Price, 2012). Labour turnover rate can be reduced and better education can be provided to
students that are studying in Woodhill college.
(b) strenths and weakness of different approaches of recruitment and selection
Recruitment is process for attracting job seeking applicants to apply for the vacant job
positions in the enterprise. Selection is practice for appointing most talented applicants from the
pool of candidates that applied for the job (Schippmann, 2013). Woodhill college use different
types of recruitment and selection process for hiring talented candidates in the entity. Initially
applicants are asked for submitting their CV with a cover letter. HR department selects a list of
candidates and they are called for interview process. Panel of experienced people is created and
they ask various types of professional questions from the candidates.
In addition to that candidates are also asked for giving a 10 minute presentation. It helps
for evaluating communication and presentation skills of the applicants. Panel members gives
grades to the candidates and on the basis of that best performing individuals are selected. Current
recruitment process that is organized in the institution is effective and it helps for hiring
deserving candidates for filling out vacant job positions in the enterprise (Oke, 2016). There are
some weaknesses that are associated with the recruitment process that is organized in the
enterprise. Organization does not focus on taking written test of the employees and it due to that
it becomes difficult for analysing job knowledge and aptitude of the candidates. Approaches that
are used in Woodhill college are effective and support for filling the vacant job positions of the
enterprise in structured way.
(c) Functions of HRM
Functions of HRM provides talent and skills that are required for fulfilling the business
objectives in effective way. It is vital that all the strategies and HRM action plans should be
implemented in proper way so that better decisions should be taken for carrying out business
activities in effective way. Recruitment and selection process is carried out for filling the number
of vacant job positions in the enterprise (Weekley and Ployhart, 2013).
In addition to that performance appraisal is carried out for rewarding and appreciating the
good work performed by the staff members. Wages and compensation policies are formed for
providing incentives and salaries to the employees. It helps for fulfilling the basic needs of staff
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members. Other than this staffing and organizing are two more important functions that are
executed in the entity. Change management and performance management is also done in the
enterprise for implementing new changes in the organization in effective way. Other than this
training and development programs are organized in the enterprise for making positive
improvements in skills and capabilities of the staff members (Ulrich, 2013). Holistic approach is
provided by HRM for executing the required functions of the company in better and advanced
manner. Growth and success of the enterprise is ensured by properly implementing the functions
of HRM and it also helps for accomplishing the required goals of enterprise in effective manner.
(d) Evaluation of recruitment and selection process
Woodhill college takes initiatives for making positive and better improvements for
reducing employee turnover rates in the enterprise. Recruitment process supports for filling the
vacant job positions in the enterprise by hiring talented and capable for filling out vacant job
positions in the enterprise (Salvendy, 2012). There are strengths and weaknesses of recruitment
process and these are as follows :-
Strength :- in the existing process candidates are asked for submitting their resumes with a cover
letter. Initially screening is done by HR manager for selecting better and qualified candidates.
Selected candidates are invited for interview and panel is consist of two members from the
academic department. In this process candidates are also asked for giving 10 minute presentation
and it helps for assessing communication and presentation skills of the applicants. Grades area
also given to the applicants and it helps for ranking the applicants on the basis of job performed
by them (Nickson, 2013). It is a time saving interview process which helps for assessing the
skills and capabilities of the staff members.
Weaknesses :- In this process panel members are not provided with any special kind of training
and due to that their effectiveness in selecting the best candidate is highly suspicious. Other than
this in the recruitment process of Woodhill college written test of candidates is not organized and
due to that it becomes difficult for evaluating the professional knowledge and experience of the
candidates.
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(e) Critical evaluation of recruitment and selection approach
There are different types of approaches that are used in Woodhill college for hiring
talented and skilled employees. Employee turnover rate is high in the entity and due to that
problems are faced in ensuring smooth functioning of the organization. There are many strengths
of the recruitment process which supports for hiring talented candidates for executing desired
functions of the enterprise (Liebowitz and Frank, 2016). Moreover, panel of two members from
the academic department is constituted. Different types of professional questions are asked from
the employees and they are also asked for giving 10 minute presentation.
In addition to that grades are also given to the candidates and on the basis of that best
performing candidates are selected for performing the job. However, there is no system for
conducting a written test for assessing professional knowledge and skills of the candidates and
due to that it becomes difficult for evaluating job knowledge and performance of the staff
members. In addition to that panel members are selected from academic department but proper
training is not given to them. It becomes difficult for them to carry out required functions in
effective way. There is need for making modifications in existing recruitment and selection
process so that highly talented and suitable candidates can be hired for filling the number of
vacant job positions in the enterprise.
TASK 2
(a) Job advertisement
Job advertisements are prepared for attracting talented and suitable candidates for filling
the vacant job position in the enterprise. Woodhill college need to hire maths teacher and for that
job advertisement has been prepared which is as mentioned :-
JOB ADVERTISEMENT FOR MATHS TEACHER
ORGANIZATION :- WOODHILL COLLEGE
VACANT JOB POST- MATHS TEACHER
TOTAL NUMBER OF VACANCIES- 5
QUALIFICATION REQUIRED- MASTER DEGREES IN MATHS
POST QUALIFICATION EXPERIENCE- 5 YEARS
ESSENTIAL SKILLS :- CANDIDATE MUST HAVE FLUENCY IN ENGLISH
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(b) Platform for job advertisement
Woodhill college has prepared job advertisement for filling the vacant job positions of
maths teacher. Data and facts have been collected from authentic and reliable source for
preparing the job advertisement. Job advertisement will be given in the leading newspapers of
the town so that maximum number of candidates can be made aware about the vacant job
position of maths teacher in the college. In addition to that advertisement will be posted on the
website of the institution so that applicants can be made informed about the vacant job position
in the enterprise (Myers, 2013). Job advertisement will also be placed at the notice board so that
more number of people get aware about the job advertisement and it will help for finding the best
candidates for filling the vacant job positions in the enterprise.
(c) Job specifications and personal specification
Job specification and personal specification details are required while conducting
recruitment process. These details are as described :-
Job specifications :- Person will be responsible for taking classes of graduate students. Study
material will also be prepared and assistance need to be provided to students for research work.
Personal specifications :- applicants need to have masters degree in maths and post qualification
experience of 5 years is essential.
(d) Application of HR practices
HRM practices supports for handling and managing the human resource of the
organization in better way. Recruitment process is organized in the entity for filling the vacant
job position. Training and development programs are organized for imparting necessary skills
and capabilities to the staff members. Wages and compensation policies are formed so that
proper compensation should be provided to the staff members.
TASK 3
(a) difference between training and development
Training and development are two different activities that are organized in an
organization. Tesco is a leading retail company that makes women-wear, menswear and kids
wear and other products (Tesco plc. 2017). Superior quality products are offered to the
consumers and it helps for gaining brand loyalty and enhancing sales of the enterprise. Human
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resource is considered as the most significant resource of the enterprise who supports for
accomplishing required goals of the enterprise in effective way. Training programs are organized
for imparting necessary skills and capabilities to the staff members which is required by them for
performing their assigned tasks and responsibilities in better way. There is difference between
training and development which is as described :-
Training :- Training programs are organized for providing necessary competence and
capabilities to the staff members. In this method skills are imparted by practical methods and
giving instructions to the candidates (Kehoe and Wright, 2013). Newly hired employees are
provided training so that they can acquire required competence for performing their job in
effective way. Training is a planned process which is used in the organization for making
modifications in skills, knowledge, behaviour and attitude of people. Existing employees are also
provided training so that they can make improvements in their capabilities and perform their
assigned work in better and effective way. Training programs are organized in the enterprise for
bringing required modifications in the competence and capabilities of the employees.
Development :- Development programs are organized in Tesco organization for making
enhancements in potential and effectiveness of staff members. Self learning are promoted so that
employees can be encourages for performing their assigned work in more effective and advanced
way (Dipboye and Colella, 2013). Other than this it is a procedure in which long term investment
are made in the human resource inventory of the entity. Other than that it is a practice for
shaping the attitude and ensuring overall growth of staff members. Major purpose for
development program is to build competencies and capabilities of employees. Growth and
success of staff members is ensured and it also helps for developing potential capabilities of the
candidates.
(b) Impact of changes in customer expectations
Consumers provide financial revenues to the organization by purchasing products and
services that are offered by Tesco group. It is assertive that needs and expectations of consumers
should be fulfilled properly so that sales and profitability of the enterprise can be enhanced.
Changes in customer expectations gives impact on the business activities that are performed in
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the enterprise and due to that overall revenues and performance of the enterprise gets affected
(Derous and De Fruyt, 2016).
Demand and supply are two different market forces that gives impact on the sales
activities that are performed in the enterprise. When demand for products increases than there is
requirement for enhancing supply of products so that demands should be met properly. It is vital
that products of the entity should be designed and developed as per the need shown by buyers. In
addition to that it helps for offering products to the consumers as per their needs and preferences.
Sales of the enterprise increases through this method (Yamao and Sekiguchi, 2015). It also helps
for making increments in financial revenues and profitability that is being earned by the
enterprise. Staff members play a significant role in accomplishing desired goals of the entity and
it is required that necessary skills and competence should also be provided to them so that they
can fulfill their assigned work in more effective way.
(c) Training methods used in Tesco
Tesco organization takes significant initiatives for making improvements in existing
skills and capabilities of the staff members. Two different types of training methods are used in
the organization and it helps for imparting required skills and capabilities to the employees.
Training methods that are used in the enterprise are as mentioned :-
On the job training method :- in this method practical training is provided to staff
members that are working in the enterprise. Employees learn new capabilities while performing
their job and it helps for making positive improvements in skills and capabilities of staff member
(Gatewood and et.al., 2015). First method which is used is coaching technique in which
employees are supposed to work in supervision of external coach. This method helps for
providing required skills and capabilities to the staff members while doing their job.
Transfer of knowledge and skills takes place and it helps for making positive
improvements in skills and capabilities of employees. Other than this committee assignment
method is also used in which all the employees who are part of training program are asked to
work on a particular assignment. They are given instructions for identifying solutions for
resolving problems in better and effective way. It supports for making positive improvements in
cognitive and creative skills of the staff members (Mello, 2014). In addition to that this method
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also helps for enhancing mutual understanding among staff members. Moreover, job instruction
method is also adopted in the enterprise under which trainers provide training in step by step
method. Employees are explained ways for doing a task in systematic and organized way. All the
above mentioned methods are on the job training methods which supports for making positive
improvements in capabilities and competence of employees.
Off the job training method :- In this method training is provided to employees when they
are not performing their work. Case study methods are used in which artificial business problems
are given to staff members and they are asked to find solution for the problem (Albrecht and
et.al., 2015). Problem solving skills, analytical skills and decision making skills of the employees
improves and they take part in completing their work in effective way.
(d) methods for identifying training needs
It is assertive that staff members should be provided with the required skills and
capabilities so that they can perform their assigned work in better and effective way. It is vital
that training needs should be identified so that better skills and capabilities should be imparted to
staff members. Tesco organization conducts training need analysis so that requirement of skills
and capabilities in the staff members should be identified. There are various methods that can be
used for assessing need of training in the staff members.
Moreover, Tesco organization makes use of Training need analysis (TNA) technique is
taken for assessing requirement of skills, knowledge, attitudes and capabilities in the staff
members. This method support for identifying weak performing areas of employees and on the
basis of that training program can be developed in the enterprise. Feedback forms are also given
to employees and they are asked to do self evaluation so that they can identify requirement of
skills and capabilities (Bratton and Gold, 2012). There are some indications that are also used in
the enterprise for assessing the requirement of training need in the employees. If there is large
staff turnover rate, poor work quality and frequent errors than due to that difficulties are faced in
performing the work. If performance of the enterprise is weak and difficulties are faced in
meeting the deadlines than due to that it can also be assessed that employees are requiring
training for completing their work on due time.
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(e) benefits of structured training program
There are many benefits of Structured training program that can be reaped by Tesco
organization. These types of training program supports for imparting required skills and
capabilities to employees. Organization becomes capable for accomplishing their required goals
by involving positive support of staff members. All the functional activities of the entity are
performed in effective way (Oke, 2016). In addition to that training programs have supported for
enhancing skills and capabilities of employees and it also helps for making positive
improvements in competence and capabilities of employees.
Staff members have become capable for performing their assigned work and
responsibilities in effective way. Financial revenues of the entity have improved and profitability
earned by the enterprise also have improved. Individuals in the entity are performing their work
in more better and effective way and it is supporting for ensuring smooth function of the entity.
All the required functional and operational activities of the enterprise have also been performed
in better and effective way and it has supported for making positive improvements in skills and
capabilities of the staff members (Weekley and Ployhart, 2013). Structured training program
have supported for enhancing competence and capabilities of employees.
(f)Impact of training on investment
Training programs that have been organized in Tesco organization has supported for
providing required skills and capabilities to the staff members. Investments have been made by
management of the organization for organizing training programs for the staff members
(Salvendy, 2012). Finance department has allocated funds so that required activities of training
program can be properly executed. Tesco organization is reaping long term and short term
benefits from the training program and due to that outcomes received by the enterprise have also
improved. Total financial revenues earned by the entity have enhanced and it has supported for
making positive improvements in overall performance of the organization. Staff members are
performing their work in better and effective way and smooth functioning of the entity has
ensured through the training program.
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(g) Methods of flexibility used by Tesco for expanding business
Company provides options for working from home and it supports for providing better
flexible working opportunities for the staff members. In addition to that options for choosing to
work hours are also given to the staff members. Numerical, functional and structural flexibility
approaches are used by the entity for running their required business functions.
M3
Tesco organization adopts various methods for developing its employees and it helps for
ensuring positive improvements in performance of the organization. Company uses two types of
training programs and it includes on the job training and off the job training programs. Coaching,
mentoring, case study and job rotation programs are used for providing necessary training to the
employees (Tesco. 2017). Training and development program supports for making positive
improvements in skills and capabilities of the employees. Other than this company organize
management games and role playing sessions for taking work from the staff members. Mutual
understanding among employees increases and they become capable for acquiring competence
and capabilities that is required by them for completing their assigned work in more effective
and better way. Mentoring programs are also used in which specific mentor is allotted and
specific instructions are given to employees for performing their work in the directions and
instructions of mentor.
D2 Critical evaluation of HRM practices
Different HRM practices are adopted in the organization for carrying out the required
work in better and effective way. Training and development programs are organized so that
required skills and capabilities can be imparted to employees. In addition to that recruitment
process is organized so that vacant positions of the enterprise can be fulfilled by hiring skills and
capable staff members.
TASK 4
(a) Importance for maintain good employee relations
Employees are most significant stakeholders of the enterprise that supports for
accomplishing desired goals and functions. ITV organization focuses on developing positive and
better employee relation with staff members. It aids for ensuring growth and success of the
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