Human Resource Management Report: Recruitment and Training Analysis

This report examines human resource management (HRM) practices within two organizations: Woodhill College and Tesco. The first part focuses on Woodhill College's recruitment and selection procedures for teaching staff, detailing the process from advertisement to interview and final selection, including the strengths and weaknesses of the methods. The second part analyzes Tesco's approach to employee training and development, differentiating between training and development, discussing customer expectations, and outlining training methods such as 'on the job' and 'off the job' techniques. It also covers the classification of training needs and the role of training programs in meeting business objectives and customer demands. The report provides a comprehensive overview of HRM strategies within these two distinct organizational contexts.

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Contents
Part 1 Woodhill College..............................................................................................................................3
Planning and resourcing for Woodhill College........................................................................................3
Part 2 Tesco.................................................................................................................................................6
PART III: Employment relationship..........................................................................................................11
References.................................................................................................................................................15
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Part 1 Woodhill College
Planning and resourcing for Woodhill College
Part 1 Woodhill College
Introduction
Woodhill College is a renowned college of UK; recently it has expanded its wings on other
subjects. However they want to recruit some teaching staffs and for this procedure they want to
arrange HRM and make them recruit the proper person who would be eligible for the job.
Planning and resourcing for Woodhill College
The UK has got a very renowned college which is Woodhill College, in last few days it has
expanded its various wings over several other subjects so that the organization is going through
an enormous deficiency of staffs at this kind of situation. So the college needs many staffs on the
purpose of teaching at the college. And when it comes the time of recruiting new teaching staffs
for the college the human resource management organize a full proof procedure to select the
chosen one. There is a huge responsibility upon the human resource or HR department of the
Woodhill College. A proper advertisement on this purpose has been given to several media
which would help to enhance the recruitment procedure. After the advertisement willing
candidates will submit their CVs to the college. HR department will first check the CVs, and
then they would filter the aspiring candidates as per their CVs. Therefore the HR management
will call for the candidates who will pass the first test, and they will be asked for an interview
call. When the procedure of interview moves forward, the candidates would be asked some
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specific questions after which the HR would take their final decision on selecting new staffs. At
the interview period the questions would be like below the text:
 What is the reason that the candidates are willing for the job?
 How much do the candidates know about the college?
 Which would be those subjects upon the candidates know most as well as the least one?
 How would the candidates deal with the disruptive students?
 What would be the contribution of the candidates towards the college?
 What will be the plan of candidates for next five years?
When the session of question and answers for the interview would be over finally, there would
be another session which comes upon the presentation of ten minutes over any subject the
candidates aspire for. After the end of this session the process of interview ends up too, and the
internal work of HR department goes on. At this stage, the final selection procedure is finished
too, and the HR will bring the most efficient candidates from a lot. The HR would give the
candidates marks over A, B and C as per the best candidate would receive A, B and C fells upon
the worst candidates. Through this whole procedure, the HR department would get the best
teaching staffs for their college.
Strength and Weakness of special approaches for recruitment and selection
The approaches of recruitment and selection procedure lies on the conversation with the
candidates and the expectations from the candidates at the stage of interview as well as
presentation. The procedure goes through applied form where the HRM may understand that the
candidate is eligible or not for the post.
Strength
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 The process of recruitment and selection gets a huge information on the aspiring
candidates which are relevant to the academic qualifications of candidates, their address,
and photo identity proof of them and so on like those.
 The identification of the physical evidence of the candidates is proved here.
 How the candidates are willing to serve the college.
 The organization can avoid choosing the wrong candidates by the selection procedure.
Weakness
 The selection procedure is not much effective which can pursue such limitations of the
candidates.
 As this procedure can get much information but so many of the information do not come
closer.
 The total selection procedure is a very short period so that the HR do not get much time
for the proper justification. As a result, sometime it may happen that the wrong
candidates may be chosen by this.
Functions of HRM to fulfill the business objectives
It is the primary objective of the HRM section of the Woodhill College to choose the best
teaching staffs among the aspiring candidates. The HRM of the college would make a specific
selection procedure by which the college would get the best teaching staffs among the aspiring
candidates. First, the HRM would call the CVs of the willing candidates after which the selection
procedure would be started. By evaluating the CVs, the HRM will ask the filtered candidates for
an interview desk. After the interviewing procedure completes, the candidates will be needed to
put a ten minutes presentation. And then the HRM will select the best candidates for the job. The
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HRM of Woodhill College would have to judge the candidates' skills, depth on the subjects the
candidates want to teach for, talents at a very short period. The HRM has many responsibilities
upon this matter to choose the best teaching staffs for Woodhill College.
Strength and Weakness
Strength
 The procedure of recruitment and selection get a precise meeting with the candidates
which help to know the candidates’ address, academic experience, and others.
 The process helps to identify the candidates’ existence fake or not.
 How the candidates are willing for the welfare of the college.
 He wrong candidates choosing can be avoided by the procedure.
Weakness
 The procedure does not find every limitation of the candidates.
 Much more information can be got by the help of the following procedure though many
of them also get untouched which is a kind of weakness of the procedure.
 The total structure of selection is a short period so that the HRM gets a little while to
make a perfect judgment upon the candidates. As per it is a quick judgment procedure,
the HRM can be wrong for selecting the perfect one for the college.
Part 2 Tesco
Difference between Training and Development
Training is a specific procedure which is followed by Tesco helps a lot to differentiate the skills
and talents of the employees. It also helps to enhance the thoughts and knowledge of the
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workers. Training enhances the work stream of workers in an organization; it also helps in
executing the problems organization is facing around. For emerging the acquaintance and skills
of the workers, training package helps a lot. It manages the talent of employees and then
enhances them how they can apply them to the work field.
Development is here to facilitate the working capacity where they can make more benefit for the
organization. Development helps to make the workers for facing difficulties actual work field,
the expanded skills, and talents of the workers and help to expand the business of the
organization. It helps to make more profit by the workers in the organization; it also works like a
rage spell on the workers' mind to be more efficient in their work phase. Development influences
employers to handle any situation in work place. A major alteration between training and
development which occurs that training helps to achieve shot work phases or goals, but
development is meant to go for long term works or goals.
Customer expectations towards Tesco and training of staffs
Today, the certain needs of a customer have not changed the process yet how the customers need
their shopping needs has been changed a little where they want their needs at one place of
market. Tesco has a large expanded market of grocery retailing, but the business is always for
expanding their services through many sectors of market, and Tesco has done the same for their
business, and now it has grown up its wings towards electronic equipment, telephone
accessories, banking and insurance policies; right now a much-enlarged business of Tesco is
organic food. It defines that customers can fulfill all of their needs at a specific place. Tesco has
got a specific goal of getting more consumer that is why they have inflamed and expanded their
providing goods and services to the customers and consumers at both levels. As Tesco has made
new productions they also have to make new positioning areas for their products and services
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enlightenment towards customers. Stores are made by Tesco for their new services should be at
very populated zones and marketed in renowned areas where customers visit for purchasing.
Methods of Training carried out by Tesco
Tesco has developed up gradually at its working strategies for new investments and
involvements at a market so that the organization has organized advance strategies for the
advancement of the organization. They have identified some new strategies for enlightening the
challenges they are facing off. Tesco granted two different stages of training strategies which are
"On the job training" and "Off the job training." The strategies will be discussed following at the
below.
On the job training method:
 Shadowing- A knowledgeable job employee will teach newcomers how to face them and
how to work the tasks out. In a nutshell, how to do the job will be understood by the
experienced one who knows the job already.
 Coaching- A next desk colleague or the senior of that specific work field will influence
and help to go through the challenges the new employee will face off. Coaching is to
influence and encourage the newcomers' working strategies.
 Mentoring- This person will advise the employee to work in a better process. Long term
goals will be achieved by the new employers through the help of the mentors. Mentors
are the experienced persons of the work field.
 Rotation of jobs- In this case, new workers will handle the full target job where he or she
can emphasize their working skills in a new manner, but temporarily they will work for it
and take the ultimate responsibility on that job.
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Off the job method:
 The workers will update themselves working in variant situations at the market. At this
section, Tesco's qualified and highly knowledgeable staffs will work for. The external
situations would be run by them.
Classifying the training needs
There is a specific differentiation among setting the targets at business and how to achieve the
proper target at business. So here it comes first what would be the targets and after that the
practical implementations. The procedure of training program at Tesco is something like works
over to train the employees first and then to make them applicant on the work field. Tesco puts
its effort on expanding their business and makes a huge diversity of them.
It is normal human nature that the customers always want diversity at their desire from the
market. The training program of Tesco evaluates these psychological assessments and train their
employees to pursue them and make them fruitful. The employers will have to have highly
recognizing skills and efficiency so that they fulfill the consumers' demands. Employers have to
know their skills and knowledge before their training and have to evaluate them on the
development period through the help of their earned talent. Training procedure will fulfill the
deficiency of the employees' skills through mentoring, coaching and emphasize their efficiency
of work. Tesco trains the employees to fulfill huge customer demands through the way they want
it has to be. The training procedure of Tesco helps a customer at the work field to classify their
job how the customers want. Classification of training needs is to evaluate the diversification and
expanded business of Tesco. Thus it has been executed that the part of training for new workers
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is to make them more efficient and emphasizes their skills and talent in the practical field of
work.
Organized training program of Tesco and employers
There are preferred basic goals of training program and methodologies of Tesco. The ultimate
need of achieving through the strategies of Tesco is to train the workers efficiently how they can
enhance their procedure of working skills and talents.As Tesco receives feedback and responses
from their customers, they develop their process of works by that way. Through the working
knowledge at practical field, Tesco has achieved its goal.
Benefits gained by the training program
The training method enhances the skills and talents of the workers at the field of work. By the
help of training, method employees enhance the deals with the customers so that the organization
gets more beneficial.
Types of approaches adopted by Tesco to expand the business
It is the most prime objective of Tesco to develop the working skills of their employees how they
can better deal with the customers. This total procedure of training and development make the
organization, Tesco more beneficial as well as expanded towards the whole world (Zhang,
Baden-Fuller and Pool, 2011).
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PART III: Employment relationship
Task 1:
The benefits of different HRM practices within ITV
A company needs to create a team so that the employees can work together. Therefore the ITV
sector has engaged their employees in different functional and collective events. Every worker
has their plan. If they work in a plan so that they can share their ideas. Sometimes a company
faces many problems, so if they work in a team they can solve the critical issues, and they can
respond the situation successfully. Watercooler provided the daily updates. This type of working
policies of the company is very important because its help the company to observes the effective
performance of the employees. Collective bargaining reflects on the setting where the employee
security is an agreement in the new working environment, and also this is a way to make
employees adjustable with the existing workforce. The performance of the employees in a
company has given the reviews by the employees' feedback. A company has their demands and
expectations from their employees. However, the engagement and involvement of the employees
in different kind of functional events help the company to understand the core and basic reviews.
ITV takes some different kind if the free level of judgment to scrutinize the complete structure
by approaching the collective bargaining and employee’s chosen consolation (Zhang, Baden-
Fuller and Pool, 2011). The profit in ITV are as follows:
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Helps in hiring and training workforce: in the case of training and hiring the efficient and
eligible candidates for the improvement of organization, the human resource management
function and tanning strategies become much to hire and also help to improve personal
developments. The main role of the human resource management is to managing the individuals
and training the workforce. It also helps to direct, controls and manages the plan of every
individual employee.
Takes care of the performance management system:The Company needs to follow the
performance of the employees. It is regulated by the employees’ results of their performance, on
field surveys, and checking the regular updates from the line manager. The human resource
management of the company needs to motivate their employees. For this, the company gives
their employees some advantages so that they can give their extra effort to the company. The
company has some demands to increase their benefits. For this reason the acknowledgment and
nourishment of the skills.
Helps in developing culture and values of the organization:The employees of the company
needs a pleasant atmosphere to work well. Therefore it is important to give them because it
depends upon their skills. The HRM works on the ethical environment which values to depart the
framework which is cultural for the company. The duty of every employee is to give the best
effort, and they have to satisfy the company with their work. That's why the harmless and sound
environment is important for them.
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