University HRM Report: Recruitment, Performance, and Employment

This report examines Human Resource Management (HRM) practices within Woodhill College, encompassing key areas such as recruitment and selection, employee performance and development, and employment relationships. The report begins by analyzing workforce planning, the role of the HR Manager, and the strengths and weaknesses of various recruitment and selection methods. It then delves into the creation of a job advertisement for a Professor role, including platform selection and job/person specifications. Furthermore, the report investigates the differences between employee development and training, with a focus on the impact of customer expectations on companies like TESCO and the implementation of training programs. The report also explores the benefits of organized training programs for both the organization and its staff. This detailed analysis provides valuable insights into effective HRM strategies and practices.

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Human Resource Management
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Human Resource Management
Contents
Part I : Recruitment and selection................................................................................................................3
Task 1:.........................................................................................................................................................3
Part II: Employee Performance, Development and Reward.......................................................................10
PART III: Employment relationship..........................................................................................................13
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Part I : Recruitment and selection
Task 1:
The workforce planning purpose and the importance of HR Manager in Woodhill College
for resourcing and planning of workforce
The process of acquiring, training, compensating, appraising employees is known as Human
Resource Management. This helps to motivate the employees to achieve both the organizational
and individual goals(Setyowati, 2016). The nature of HRM has different management roles like:
planning, directing, organizing and controlling. It also helps to achieve the organizational,
individual, and social goals and objectives. The scope of HRAM refers to the activities that are
done by the HRM and its professionals. Human Resource job analysis project, selection and
recruitment, planning, development and training, induction and orientation, performance
assessment, payment planning, compensation, developing business relations, motivation and
health welfare, safety are the scopes of HRM. The best fit and best practice approaches differ in
their meaning and aspects. This model highlights on the arrangement and significance of
working on the various techniques of human resource management. The different human
resource policies must fulfill the operational and cultural features and conceptual procedures of
the organization. The best-practice model refers to the fact that there are certain universal human
resource strategies that are applicable in every kind of company and helps the companies to
achieve competitive advantage as well as improvement of production outcome that enhances a
strong connection between the applications and performance of a business organization(Orrick,
2008). The Human Resource Management can be declared as easy and rigid representations. The
soft business tool centrally highlights on a strategic outlook of the individuals’ regulatory
behavior and place commitment of the management, reliance and own-direction. But in another
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side the firm business tool puts on stress in strategic rationalized fits, and the places emphasizes
on the management’s performance along the instrumental approach to the individuals of
management.
Workforce planning is a method that is aligned to meet up the demands and priorities of the
business along with the workers that ensures to meet organizational objectives, production,
regulatory, service and legislative requirements. Large corporate and firms consists of two kinds
of the labor-power market as independent primary and subordinate primary. The peripheral or
small scale industries have the crafts and skilled bunch of employees and secondary classed
recruits who are the poor working class.
The HRM department of Woodhill College emphasizes on the employment of new applicants
where they have to face high workforce turnover. Their employment and selection planning
including with receiving Curriculum Vitae following the step of interviews that a HR Manager
decides. The applicants are taken interview in a panel of two-member from the educational
department(Mead and Andrews, 2009).
The Weaknesses and powers of different styles to employment and selection
The techniques of employment and selection are essential methods or forming the team control.
Recruitment process begins with the needs of an organization for engaging some more
employees in a department either the reason of the existing employees have gone or because the
need for the fresh staff. The process continues until the appointments are done. Selection is a
procedure of differentiating among the applicants to identify and pick up the individuals with
requisite qualifications and competence to fill the allocations in the job field. The strengths of
this procedures are quick decision making of the internal recruitment. The procedures of
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selection and employment are external sourcing, internal sourcing, third-party sourcing, pre-
selection or interview and lastly applicant selection. The internal recruitment reference saves the
training cost. The internal recruits can build up a strong loyalty to the organization. However, the
huge quantity of prospective applicants are reduced that stops the entry of innovative brains and
new skills(Mead and Andrews, 2009). On the other hand, the external recruitment brings in new
prospective fresher as well as efficient candidates though it is time-consuming and high costing
process. Most of the weaknesses are noticed in this recruitment process. The behavioral approach
of the newly employed candidates can create conflict situations, and that’s why existing
employees faces some psychological and social issues.
Task 2:
Job advertisement for the role of a Professor
There are some techniques that needs to be followed while giving any advertisement for teaching
job. These techniques can make an article perfect. The form of advertisement is similar to the
other forms of advertisements, where the job must be treated as a product, and the readers are the
actual customer whom the product will be sold. The objective of the advertisement is to attract
the reader by making the advertisement more interesting. The positive sides of an organization
should be mentioned, so that the job seeker will be benefited with all the job details. There are a
few things which need to be cared before publishing the advertisement, like: the clarity and the
color of the text. The advertisement can be more attractive if the layout and designs are well-
planned and modern(Marie Ryan and Derous, 2016). The information in the advertisement should
be brief and clear, and understandable to everyone. After seeing the advertisement the person
will try to get in touch with the organization, here the recruitment team of that very organization
need to be careful and should respond fast. During the communication with the person the
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recruitment team members should mention all the required details as well as the professional
image of the organization.
Suitable platforms to place the advertisement
There are a lot of mediums to place an advertisement, like: Newspaper, Television, Radio,
Magazines, and Social Media. But the mediums must be selected based on the types and
audiences of an advertisement. Nowadays social networking sites are the best option to launch an
advertisement, as it has a large number of audience. Today people are so busy that they don’t
have enough time to watch television or listen to the radio. But they all have easy access to
internet, and social media. So the advertisements published on the social media are the best
reachable advertisements. There are a few social media sites are given below where an
organization can launch their advertisement:
1. Twitter
Uses of Twitter: Everyone is connected on Twitter today. They have personal or professional
account on Twitter.
Things should be shared on Twitter: At first the organization need to create an account on
twitter. The company updates as well as the advertisement must be shared on that account.
Thus the organization can communicate with the interest persons(Marie Ryan and Derous,
2016).
2. Facebook
Facebook is a platform where each and every one is connected with each other. It is user
friendly. Though the twitter is used by the professional’s, Facebook is used by all types of
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people from professional and non-professional background. So this medium has more access.
Facebook gives the option to the company for advertisement in paying method.
3. Google+
This is a business to business network. This site is more formal that the others. Google
mainly used by professionals. Bloggers set Google authorship on this site to create Google+
profile. It is also very user-friendly if operated properly.
Advertisements published online have disadvantages as well. People who live in the rural
area or do not have the access to the internet, will not be able to see the advertisements. Not
only that but there are some sites which are not authenticated, here the organizations should
take care of the security and authentication of the sites they are using, so that the users can
reach the sites safely(Lussier and Hendon, 2013).
Preparation of Person and Job specification for the title role
Job Title: Head Of the Department of English
Workplace: Woodhill College
Working hours: Generally the teachers have to work 60 hours per 7days or 8 hours in a day.
If the teacher or the teaching staff need leave, then they have to give a notice 30 days prior to
the leave. If any unexpected leave is granted, then the remuneration will be subtracted. If
there is an absenteeism from effort noticed, then conclusion will be handled according to the
company’s norms(Lussier and Hendon, 2013).
Salary: 25,000 U.K. Pounds. The educational staff can earn bonus for better enactment and
previously any national centenaries. Performance assessment is there also.
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Work Condition: The employee should be regular to the work. Emergency leaves such as
seek leave, natural disaster, holidays can be approved depending on that very situation.
Candidates who have professional mentality, strong urge to achieve something are welcome.
Values
Good Values of working
Important Students
There are several pupils in the college, but amid those pupils particularly English literature
students are most important because this is the subject where the student needs huge
motivation(Hauff, Alewell and Katrin Hansen, 2016).
Information to
The Human Resource Manager of a specific company should develop the report
Supervises
Observing the students clearly and take the classes regularly
Job Purpose
The candidate should attend the scheduled lectures regularly. Professors need to teach the
student in a proper way, so that they can understand the subject properly.
Qualification
M.Phill and M.Ed. With focusing in English
Previous Experience
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Candidate must have at least 2 years working knowledge in this arena.
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Part II: Employee Performance, Development and Reward
Task 1:
The dissimilarity between development and training
The training and development are interweaved with all other, but these are the different
process. Training is not a long term process. It is just a short-term process, but development
is a long-term process, as it helps to grow professionalism, personality, and maturity.
Training is limited for a specific job but development is like researching, and it is huge. It
benefits to generate overall knowledge of the workplace which covers a huge area in the job.
The development and training program is in fact to provide an idea for the excellent teaching
to the scholars.
Influence of Customer’s expectancy on TESCO and the needs of Staff Teaching
The association should have a short-term knowledge of client’s expectation. Then only the
organization would be talented to attain those opportunities. The value of the manufactured
goods should be usual for selling. For providing greater service, the company needs an
efficient and strong working team. TESCO needs to satisfy its customers through the
effective communication system they have(Hauff, Alewell and Katrin Hansen, 2016). With the
help of the training session, TESCO will be able to improvise their intellectual as well as
communication skills of their employees.
Procedures of training managed by TESCO
There are various types of teaching methods that are employed by the organization of
TESCO for example interview, group discussion, and oral communication. Each and every
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type of training method holds its individual significance. In the process of group debate, the
trainer should converse with every participant of the assembly and get their reply. According
to some researches, group debate is one of the well-known training techniques which is
utised by TESCO to uplift the employee performance.
ID of training
The training requirements a speecific identification because without knowing in which
subject or in which purpose the candidate is getting training(Hauff, Alewell and Katrin Hansen,
2016). The candidate should get the training in a particular subject. The training methods
should be identified to their employees. It creates the training process understandable and
easy for together the workforce and employers. If the training process helped the candidate to
improve their performance, then the company will get the benefit in future once the candidate
becomes a staff of the company.
The welfares for TESCO and its staffs of organized training program
This is one of the effective training ways that helps the business to serve quality results to the
customers. It helps the candidates to understand the training process properly. The
effectiveness of the staffs has improved in the organization field, as they can perform well in
their own fields. Sometimes this process of training helps an applicant to achieve in various
sectors by using their efficiency and knowledge. The qualified employees may be the chief
strength of a company.
Returns on investment for the methods of training and various types of outlooks to
flexibility accepted by TESCO
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The process of training must be implemented properly when an institute invests a lot of
money for training. If it goes the wrong way, then the entire investment will be wasted and
company reputation might get affected. There are three types of category for a proper
training process, like: Time Off, Flexible working arrangements, Career flexibility. All the
three approaches are used by TESCO for training. If the training process was planned
properly, then the organization never face any issues or lose the money they have invested
for the training process(Hauff, Alewell and Katrin Hansen, 2016). This also helps to secure the
organization’s reputation in the market.
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PART III: Employment relationship
Task 1:
The welfares of various HRM practices in ITV
ITV tries to get attention of their experts in gathering and precious events with a particular chief
goal to make them for thinking and the act of useful responding situations. The step by step
upgrade is being given by Watercooler(Chauhan, 2012). The correspondence plans of the
association are an essential perspective that helps them to evaluate the reasonability of the
delegate execution. Total wheeling and dealing implies the situation of securing the laborer
understanding in the new workplace and changing with the present workforce. The examination
from the picked delegates gives the review of the execution of the laborers. The prompt
commitment and engagement with the individual laborers in like manner help an association to
develop the central and consume reviews on their longings and solicitations from the association
(Callaghan, 2005). ITV uses the outlook of total business, and professional meeting of the agents
takes a suggestion to some one of the type of open stage of a specific result in dissecting the
forceful development of an institution. The benefits of the HRM strategies in ITV according to
the additional:
Helps for making and contracting workforce: The Management practices and the practical
techniques of the human resource administration help to procure and prepare the effective and
qualified hopefuls in the development of the organization and self-awareness. Preparing the
dealing with the people and staffs is the part of the H.R administration that oversees, controls and
coordinates the motivation behind each representative.
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Arrangements with an execution management framework: The implementation of the staffs
is measured by the standard execution, checks yield and inline appraisals from the line managers.
It remains under the obligation of the H.R administration to motivate the representatives and
exploration for their benefit with the aim that they can invest their penny percent to the
association. Acknowledgment and sustenance of the abilities are as vital as the attention for the
organization's wellbeing.
Helps in making society and estimates of the organization: The performance of the
representatives is based on their talents, will and above all the atmosphere of the business
association. The HRM improves to develop a morally considered environment that has values of
leaving social structure to the organization (Chauhan, 2012). The protected and complete
environment helps the descriptive to draw out their earnest efforts and would realize them with
their professions.
Settle clashing surroundings: Their develop circumstances where the workers are not willing to
allow to some steady issues, and that ready to clashes. It falls under the duty of the human
property administration team to oversee and deal with a few answers for the arguments by going
about as an advocate and go between in a successful technique. It is additionally significant for
the group to arrange better arrangements and outlooks to maintain a strategic distance from
clashes to materialize the most perfect way which is available.
Grows great connection inside the association and the business: The HRM hold the specialist
to orchestrate better arranges and strategies for the representatives sort out gatherings and
courses and other authority social affairs. In this manner, it is the duty of the human asset chief to
keep up the friendly association with their workers and in addition the outside mechanical area.
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To keep up appropriate administration methodologies, the HRM needs to put accentuation on
helping every bureau of the association.
The effectiveness of ITV’s strategies in building and improving employee relations and
engagement
Keeping up agent association is as critical to lead the association in the technique for
accomplishment and is a pre-fundamental of the accomplishment frameworks. Strong association
with the laborers helps the association to finish high proficiency and work satisfaction. Evading
the disputes and restricting from similar conditions redesigns the suitability of laborer execution.
Safe working environment and convincing productive methods make the laborer's fan
work(Billsberry, 2007). Despite the strong and robustness of the relationship with the specialists,
there are certain conditions that develop like delegate indiscipline, non-participation, and change
in the direct of the agents that prompts to the insufficiency of the associations human resource
organization techniques. The laborer grievances and stress moreover the factors that impact the
smooth work procedure of the HRM and along these lines, remissness in taking after their parts
and commitments are seen (Atkinson, 2007). ITV's methods have helped the association to
collect and improve the laborer relations and their practical engagement into the association's
concerned issues. To try fundamentally all the more strengthening attempts for upgrading
delegate relations, ITV must settle on the going with ways: Fair judgment and clean perspective
sharing should create to guarantee the specialists enhance work satisfaction. Forceful capacity
pursue and pay rates must be a part of the business change technique to improve liking with
them(Billsberry, 2007).
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References
Billsberry, J. (2007). Experiencing recruitment and selection. 1st ed. Chichester, England: John
Wiley & Sons.
Chauhan, D. (2012). Functions of Human Resource Management and emerging changes in
HRM. Paripex - Indian Journal Of Research, 3(7), pp.1-3.
Hauff, S., Alewell, D. and Katrin Hansen, N. (2016). HRM System Strength and HRM Target
Achievement-Toward a Broader Understanding of HRM Processes. Human Resource
Management.
Lussier, R. and Hendon, J. (2013). Human resource management. 1st ed. Thousand Oaks: SAGE
Publications.
Marie Ryan, A. and Derous, E. (2016). Highlighting Tensions in Recruitment and Selection
Research and Practice. International Journal of Selection and Assessment, 24(1), pp.54-62.
Mead, R. and Andrews, T. (2009). International management. 1st ed. Chichester, England: John
Wiley & Sons.
Orrick, W. (2008). Recruitment, retention, and turnover of police personnel. 1st ed. Springfield,
Ill.: Charles C Thomas.
Setyowati, E. (2016). Merit System in Recruitment and Selection Process of Civil Servant
Candidate in Malang Indonesia (Implementation of Recruitment and Selection of Civil Servant
Candidate in 2010). Journal of Administrative Sciences and Policy Studies, 4(1).
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