Human Resource Management in Practice Report: Woodhill College

This report delves into the core aspects of Human Resource Management (HRM), focusing on the practical application of HRM principles within Woodhill College. The report is divided into two parts: the first part examines recruitment and selection, including workforce planning, the strengths and weaknesses of different recruitment methods (internal and external), and job advertisement strategies. The second part explores employee performance, development, and reward systems, differentiating between training and development, assessing investment returns, and highlighting the importance of employee relations and employment legislation. The analysis covers a variety of topics, including the role of the HR manager, the advantages and disadvantages of internal versus external recruitment, and the importance of clear job descriptions and person specifications in advertising. The report also provides insights into the differences between training and development, the needs and methods of training, and the importance of employee relations, all while considering the specific context of Woodhill College and its objectives.

Human Resource Management
In Practice

Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1 –Recruitment and selection................................................................................................3
TASK 1...................................................................................................................................3
P.1 Purpose of workforce planning...................................................................................3
P.2 Strength and Weaknesses of recruitment and selection..............................................4
Task 2.....................................................................................................................................5
P.7 Job advertisement according to the education.............................................................5
PART 2 - Employee performance, development and reward..........................................................7
Task 3.....................................................................................................................................7
P.3 Difference between training and development............................................................7
P.4 Investment Returns.....................................................................................................9
TASK 4.................................................................................................................................10
P.5 . Importance of employee relation for ITV ..............................................................10
P.6. Key elements in Employment legislation.................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management is that management that covers all the important factors of
management that nay affect the business in a harmful way (Storey, 2014). It includes all the
possible terms that are used for training and development programme in the organisation. This
ensures that the workforce of the organisation is effective and achieve the goals and objectives
very efficiently. Human resource in practice means the plans are made by the HR department is
implemented by then in the organisation step by step. HRM in practice defines the roles of HR
manager in the organisation and why is it important to have HR manager in organisation. HR
manager manages all the department in such a way that they know every thing about all the
departments of the organisation. Each and every work of the organisation is at last approved by
them to ensure that every thing is working efficiently or not.
PART 1 –Recruitment and selection
TASK 1
P.1 Purpose of workforce planning
Workforce planning is that planning done by the management in order to achieve all the
organisational goals and objective on time. Workforce planning is very essential and crucial for
the management of Woodhill college. Woodhill college is one of the reputed college in UK and
it has branches in UK. Also, they are become one of the demanding college in UK because of
their reputation and success rate (Hendry, 2012). So, more students are taking admission and to
fulfil the requirements this college need to increase the number of staffs, teachers to achieve the
goals of their organization. The purpose of HRM in the college is to allocate the right employee
at right place by carefully analysing his or her skills and competencies so that the college can
accomplish its desired goals and objectives. The functions played by HRM in the college is to
increase the motivational level of staff members so that they become more loyal and committed
to the Woodhill College. The basic purpose of planning for workforce is that the employee can
work according to the plan made by the employee. It is a continuous process done by the
management so that they can ensure that the workforce of their company is working more
effectively and efficiently than others. It is done by the management to meet the organisational
goals on time. In very simple words planning is deciding in advance what to do, how to do and

when to do. The primary purpose of workforce planning is to ensure that the organisation supply
sufficient number of people with knowledge and experience to achieve the goals and objectives
efficiently.
The role of HR manager
Human resource manager plays very crucial role as they are the person who looks after
all the department of the organisation. The role of HR manager is to monitor and supervise the
employees working in Woodhill College. It is very important role played by the HR manager that
helps in maintaining discipline in the college, Another role played by the HR manager of
Woodhill college is to conduct time to time activities that helps in growth and development of
the college. These activities includes time to time group functions, outing, etc. that helps the
staff to enhance their motivational level (Leon, 2014). Human resource manager is a creative of
management as he serves the best of his knowledge to the organisation. As a creative head the
HR manager has the right to extend the limit of every thing in terms of for development in the
organisation as they are the most responsible authority of the organisation. The plan is made by
them that should be followed by the other subordinate with full concentration so that there is
nothing left that may affect the business in a harmful way. They can use their authority anytime
in order to maintain the accuracy in the work so that they can achieve the organisational goals on
tine with full efficiency . They are the professionals and hire employees so that they can deal
with anything with the knowledge of their hired personnel. Their main role is to execute all the
plans in such a way that there is nothing possibility left for a backup plan.
P.2 Strength and Weaknesses of recruitment and selection
Recruitment and selection is a process of hiring candidate by following all the steps that
are mentioned by the management in respect of this. It is a process that analyse all the ability that
is having by a candidate so that they can explore themselves in such an effective way that the HR
manager gets impressed and select them far the job that for they have applied (Antoniu, 2010).
There are two sources of recruitment and selection which are internal source and external source.
The strength and weaknesses of both the sources is listed below:
Strengths and Weaknesses of recruiting employees at Woodhill College internally
Strength

 Reduce cost: the benefits obtain by the management of Woodhill college to promote
existing staff as it leads to decrease in cost. It includes all the training, recruitment and
other additional costs. Experience employee: If the management recruit or promote existing employee, the
management will have experience employee (Chelladurai and Kerwin, 2017). This helps
in reducing the burden of training and the effectiveness in the quality of work will
eventually increase. Increase morale and motivation: It helps in increasing the employee motivation and
morale as existing employee will be promoted.
Weaknesses:
 This process not giving chance to recruit fresh bloods to the organization All the systems are updating day by day so new people can take the organization on the
next level but this process can’t allow that.
Strengths and Weaknesses of recruiting employees at Woodhill College externally
Strengths Fresh Talent: Hiring employees from external sources will provides fresh talent at
Woodhill College. Increase in effectiveness: It helps in increasing the effectiveness in the quality of work.
Weaknesses
 Sometime it proves costly and longer on time to hire the people for the organization.
 Sometime more applicants with same skills give tough task for the selection board to
select the perfect candidates (Dimov, 2010).
Task 2
P.7 Job advertisement according to the education
Job advertisement role
Career Opportunity

Woodhill College invites applications for Human Resource Management the post of lecturer:-
Post Qualifications/Experience
Lecturer
HRM
Qualification- Masters degree in HRM is more preferable while Horns Degree
holders can also apply
Experience – Minimum 3-4 years.
Age- Minimum 25 years and Maximum 35 years.
Required Documents:- CV, two photographs, attested copies of testimonials should be sent to
HR manager of Woodhill College, East London, 1, ABC Road.
Only short listed candidates will be called for interview.
There are many jobs all around the world as there are many fields according to the interest and
the education of the person (Antoniu, 2010). Jobs differ from each other as there are many fields
of education in which different studies are done on different topic to get expertise in that by that
person. Suppose if we take the example of the accountant, in this he or she belongs to the
commerce fields and this profile includes all the terms of business like income and expenditure
incurred during the accounting year.
Job advertisements includes all the terms that are essential for the job profile as there are
many things that should be mentioned by the company in their job profile like the minimum
education required. Field if there is some specific task is there and at last the experienced if there
is any have by the candidate for that profile. Job advertisements should be made very clearly as
by mentioning the education far that profile.
Suitable platform to promote the job advertisements
There are many platforms to promote the advertisement but the company who wants
respects from others should select the suitable platform for their job advertisements. There are
many platforms in today's world to promote anything at any time. Some suitable platforms are as
follows :

Social media platforms : Social media platforms are those platforms which helps the
companies to advertise their job vacancies all around the world by saving other costs which can
affect their business. Nowadays there is not a single person who is not using the social media
(Chelladurai and Kerwin, 2017). By advertising the jobs on social media a company can best
among all the candidates from al around the world for the designated profile in their company.
Television : A company can also advertise its jobs advertisements on the television as it
is a huge connecting link between all. Television is refereed by ost of the people to advertise
their things because through television companies can connect with the public very easily.
Before advertising anything on TV the company should make proper and the best strategies to
promote their company.
Newspaper :It is very popular way of advertising job as these are found in every house of
the society. By giving proper brief in the newspaper the company can make a commercial very
effective as it will help a company to get the best possible among all around them.
Job description and person specification
For advertising a job there should be proper specification of the profile given by the
company so that the candidate can analyse that he is suitable for the job or not . Description of
the advertisement is must as it includes all the important terms and condition of the profile
designated (Dimov, 2010). There should be the proper specification of the person means what
kind of pearson they wont for their company is also mentioned. There is only way to get the best
possible among all and that is if they make their commercial very specific by mentioning all the
description and person specification in the advertisement.
PART 2 - Employee performance, development and reward
Task 3
P.3 Difference between training and development
Training and development are inseparable as they are like a two sides of a coin that
completes each other. Training programmes at Tesco are conducted by the human resource
management so that they can grow and develop in the market. The major differences are as
follows :

Term :Training is a short tern and the development is for a long term as training helps the
organisation in achieving its goals and objectives in time so that company can show that it is
fully developed in the market (Bamberger, Biron and Meshoulam, 2014).
Focus on : Training is done by the management so that they can focus on the companies
present and at the same time development is done for the future by achieving efficiencies today
in every operation performed by the organisation.
Objective : The main objective of training is to improve the work performances of the
employees so that they can work efficiently whereas the development is to prepare the
employees for the future challenges that has to be faced by them.
Needs and Methods of training
As the motive of Tesco is to increase their customer base, the management needs to give
training to their employees so that standards in quality of work can be increase. Training is
needed by each and every level and by each and every department. Needs of training is differs
from each other as the department requires according to the job profile of the employees in the
organisation (Brewster and et.al., 2016). Needs of training in Tesco is different from other
organisation as this is the company made with full professional work force so that they can
defeat their competitors and retain in the market for longer period than others. Tesco companies
training programme enables the employees so that they can achieve expertise in their particular
skills.
Methods of training
Training methods differ from each other that's why it has several methods of training
differ according to need and job profile of the employees. Some methods are as follows :
On the job : These are the training methods made by the management to give training to
the employees at the work place so that the employee can observe from others working with him
and correct if they are doing something wrong that is not needed by the job profile (Guest,
2011). In this method the employee will learn by gaining the full knowledge by getting all the
information about that place. Tesco company conduct this type of training to specialise their
employee in each and every way possible.

Off the job : This method is basically made for the development of the employees as they
go to the field and learn the whole about their job profile by performing the task without any
boundation of the place. Tesco company conduct this type of training in case of field work is
mentioned in the job profile of the employees.
Optimistic approach of training and development
Optimistic approach is that approach that shows the positive ways of training and
development as this is very important for the organisation to adopt this because this shows the
vision and mission of the organisation. As we know that for achieving all the goals and
objectives a company needs to train its employee so that it can create effective and efficient
workforce in the organisation (CHUANG and Liao, 2010). There are many benefits of optimistic
approach of training and development as this helps training to be completed by the management
without any complications as it shows positive ways to it. Tesco company has optimistic
approach of training and development as it takes every thing in a positive way to maintain its
position in the market by training their employees so that they can specialise themselves in their
job profile and this leads them towards the development of their company in the market .
Optimistic approach helps the company to maintain its current position in the market and retain
in the market for longer period by defeating customers.
Benefits of different HRM practice for both employee and employer
Human resource management plays a significant part in the organisation. As Tesco is one of the
leading retail organisation in United Kingdom with employing more than 500000 employees,
human resource management needs to focus on effective allocations of human resources within
the organisation. It helps in increasing the motivation and morale of employees by formulating
precise strategies (Sparrow, Brewster and Chung, 2016). Further, the crucial practice followed by
HR department of Tesco is conflict resolutions. Conflicts can be observed in the organisation and
with the helps of highly skilled expertise, the management of Tesco able to resolve the conflicts
within the organisation. Further, It will inspire customer confidence.
P.4 Investment Returns
Investment is a kind of fund given by the organisation to make that programme
successful and investment returns refers to what the company is getting back after funding

something specific In this we are talking about the fund invested by the company for the training
programme conducted by the management and in returns how much it is getting for the
development of the company.
Tesco company invest in the training programme to serve the best to its employees so
that it can satisfy the employee and helps them in achieving the efficiencies in their operations
and make the company more successful than now. If the results of the training is fruitful then it
leads the company on the development path. Training decides the development of the company
so that it can defeat its competitors and be on top in the targeted market. In order to sustain in the
competitive environment, it is the duty and responsibility of HRM of Tesco to formulate
effective strategies that will aid in generating competitive environment within the organisation.
On the job are the training methods made by the management to give training to the employees
at the work place so that the employee can observe from others working with him and correct if
they are doing something wrong that is not needed by the job profile. It will be beneficial for the
management as it helps in saving both cost and time to the organisation (Buller and McEvoy,
2012). In this way, the management will able to accomplish the aim and objectives of the
company.
TASK 4
P.5 Importance of employee relation for ITV
Decision making – There are several problems or issues on which an employee can not take a
proper decision himself. He requires some guidance and advice from the higher
management. If ITV has a good relation with the employees it will help them to take a
perfect decision for any issue that arises. The better relation will help the employees to open
up and share their idea and ask a proper solution for any problem that they are face during
performing any task.
Job satisfaction – A healthy workplace environment leads to job satisfaction for the employees
which is beneficial for ITV to increase productivity. Employee relation helps in making the
working environment friendly.
Motivation – Employees relation is a key to motivate the employees. If the ITV maintain a good
employee relation it can build a trust among the employees. If a employee feels that the

company support him or her (Anderson, 2013 ). He or she will build a trust for the company
on whom they can fall back whenever needed.
ITV needs to maintain a good employee relation so that they can stand up whenever ITV needs
them there should be strong relationship between among the employees and the employer as
they can need them anytime.
HR decision making get influenced by Employee relation at several points of time. The Human
resource management is the team which take care of the human resources of any company ,
every issue regarding them , their policies , benefits etc. Human resource manager of each and
every company knows the employees of that company very well and he or she maintains a good
relation with all the employees so that they can share everything to them (Storey, 2014). So, it
helps the Human resource manager to make a good decision as they are familiar with the
employees and do not get confused while making any decision for the company.
P.6. Key elements in Employment legislation.
Equality or Discrimination – This element states that company can be unequal or unfair with any
individual on basis of gender, sexual orientation, salary, religion, or disability. The Human
resource management of any company should be equal to each and every individual working
or willing to work with their organisation (Hendry, 2012). The decision to hire, deciding the
pay and all the decisions after the recruitment needs to fulfil the employment legislation
policies.
Data and information protection – The Human resource team of any company have all the
information about every employees working with them and its the duty of the human
resource department to protect that data and information of the employees. Sharing
employee's data and information is strictly against the employment laws.
Health and safety laws – Safe operation and maintenance of the work place, plants and system is
strictly important. Maintenance of safe access to workplace, safety equipments to handle
dangerous substances in the work place should be provided, Proper training needs to be
provided to the employees to ensure the safety of the employees (Leon, 2014).
Contractual responsibilities – The duties or the obligation that the employer promised to the
employee under the employment contract must be fulfilled by the company. These duties

consist the salary, job profile, Health and Safety Regulations etc. that are needed to be
fulfilled by the employer and the Human resource department is responsible to take care of
all these things.
ITV needs to take care of the employment legislations while hiring the employees and
maintaining a good relation with employees. ITV needs a good human resource to achieve their
goals and its impossible without a satisfied and happy team of employees. As motivation and job
satisfaction is very important for the employees to get a good productivity. Human resource
department should serve the benefits to the employees favourable to them in an effective way
and should see to it that the obligation which are promised to the employees are fulfilled.
CONCLUSION
Human resource management is very vast topic as it includes all the factors of the
management that many affects the business in all the possible way. It includes the purpose of
workforce planning that is very important to achieve the organisational goals and objectives on
time. There is a very huge role played by the human resource manager as they are the responsible
authority of the organisation who defines the strength and weakness in each and every possible
aspect. Recruitment and selection is also done by the human resource manager as they decide
approaches of development and according to all this the training programmed are conducted by
the management of the organisation.

REFERENCES
Books and Journals
Anderson, V., 2013. Research methods in human resource management: investigating a business
issue. Kogan Page Publishers.
Antoniu, E., 2010. Career planning process and its role in human resource development. Annals
of the University of Petroşani, Economics. 10(2). pp.13-22.
Bamberger, P.A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Brewster, C., and et.al., 2016. International human resource management. Kogan Page
Publishers.
Buller, P.F. and McEvoy, G.M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
CHUANG, C.H. and Liao, H.U.I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
psychology. 63(1). pp.153-196.
Dimov, D., 2010. Nascent entrepreneurs and venture emergence: Opportunity confidence, human
capital, and early planning. Journal of Management Studies. 47(6). pp.1123-1153.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Hendry, C., 2012. Human resource management. Routledge.
Leon, A., 2014. Enterprise resource planning. McGraw-Hill Education.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.