Human Resources Management Report for Woodhill College: HRM Strategies

This report examines various aspects of Human Resource Management (HRM), focusing on workforce planning, recruitment, selection, and training. The report begins with an introduction to HRM and its role in organizational development, emphasizing the importance of workforce planning and the role of HR managers. It then delves into different approaches to recruitment and selection, analyzing their strengths and weaknesses. The report includes a sample job advertisement and explores suitable platforms for advertisement, along with job and personal specifications. Furthermore, it distinguishes between training and development, outlining training needs, methods, and benefits, using Tesco as a case study. Finally, the report discusses the importance of maintaining good employee relations and key elements of employment legislation, concluding with a summary of the key findings.

Human
Resources
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P.1 Purpose of workforce planning and role of HR manager.....................................................3
P.2 Strength and weakness of different approaches of requirement and selection ....................4
TASK 2............................................................................................................................................5
A. Job advertisement ..................................................................................................................5
B. Suitable platform....................................................................................................................5
C. Job specification and peroneal specification..........................................................................5
TASK 3............................................................................................................................................6
P.3 ...............................................................................................................................................6
A. Difference between training and development.......................................................................6
B. Training need and method of training used............................................................................8
C. Benefit and systematic approaches of training.......................................................................8
D. Effectiveness of Tesco training and development ...............................................................10
TASK 4..........................................................................................................................................10
P.5 Importance of maintained employees good relation...........................................................10
P.6 Key elements of employment legalisation..........................................................................11
CONCLUSION..............................................................................................................................12
REFERENCE...................................................................................................................................1

INTRODUCTION
Human resource development is help to alteration the level and meet the objective. In this
context, human resource development is guide new employees about the work in organisation.
Ion the report is focus on various types and case related to human resource administration in
work place (Horwitz, and et.al 2015). In this context remitment and selection is most important
and help to guide internal factor in organisation. This report is focus on job in advertisement
communication in different case. Both is most crucial factor to meet the organisation objective
and help worker to change execution steady.
TASK 1
P.1 Purpose of workforce planning and role of HR manager
Administration department is focused on human resource planning and help to guide
internal and external factors to meet the objectives at work place. Human resource department is
direction to improve internal execution and indefinite quantity work force planning for
continuances improvement in market. Work force planing is a continental process and focus on
need and priorities Woodhill College and employee are focus to meet organisation objective in
market. The pup-ors of workforce planing is ensured that organisation has adequate supply of
people with proper skills and knowledge required to achieve objective and increase the level of
performance in market (Bainbridge and et.al , 2017). All the employees is done work in effective
and efficiently manner in work environment. In work place proper planing is help to maintained
the internal working environment and hr. department is help each and every activity.
Management extent right form managing employees to managing department the whole human
resource department as well. In this context role of human resource department are as follows :-
 Recruitment :- Human resources' department is play a most important activity and
increase the level of performance is most crucial. In work place recruitment is help to
increase employees and help to increase the working captivity in organisation. Human
resource department is help to requirement of new employees in Woodhill College.
 Training :- In this context human resource department is play a most important role to
provide trainings new employees in work place (Tracey and et.al 2014). Recruit the
employee to attend group meeting, trade shows, course of study etc that may be in his
face-to-face involvement will make the worker feel cared-for and a vital relation of the

system, thus increasing worker battle in work place. All such activity is help to increase
the level of performance in market.
P.2 Strength and weakness of different approaches of requirement and selection
Administration is to be use different approaches of recruitment and selection is help to
maintained the growth rate in market. It is help to increase the performance level and help to
requirement of new employees in Woodhill College. In this context recruitment and selection is
help to different approaches are as follows :-
 Systematic approach :- In systematic approaches is help to effective requirement and
selection of employees in work place. In this context requirement and selection use
approach for reactive and proactive attitude in work place. In systematic approaches is
focus on the job description inculcated detail information about the job and pay rang in
working condition in Woodhill College (Silva, and et.al 2015). It is help to maintained
the level of performance in work place and increase employees enchantment in work
place.
Strength Weakness
 It is help to easy construct, execute and
compare and understand the each and
every employees at the time of
recruitment.
 Systematic approaches is also provides
researched to increase the level of
performance and select best candidate.
 In this method is having more risk in
work place at the time of recruitment.
 It is take time and costly process to use
that approaches in work place. (Silva,
and et.al 2015)
 Practical approaches :- In practical approaches is focus on bring competitive advantage
and challenges of business line manager. It is focus on knowledge, skills and confidence
to mange the recruitment process in working environment in Woodhill College (Runhaar,
and et.al 2017). In these approaches at the time of recruitment is company objective and
knowledge to full fill objective.
Each such kind of formulation is to be used and increase the level of performance in work place.
Human resources' department is focus on the each and every employees and best candidate is to

be sectioned for job. Some kind of process is help for recruitment and selection of employees
and meet organisation objective.
TASK 2
A. Job advertisement
Requirement for staff faculty
Advertisement for experienced faculty in science department for Woodhill College
Post- Lecturer
Required qualification:- Masters in science
Required experience:- At lesat 2 years experience in any biological department
 Prospect can apply for vacancy with CV and two passport size photographs till 12th
February 2017 on accession link.
 Listing CV and applicants would be called by administration through email or phone
contact.
 Interview will be held on 15th February 2017 at Woodhill college, London, UK.
B. Suitable platform
In suitable platform is most important for advertisement and help to increase the number
of candidate in work place. Ion advertisement is help to increase the awareness about the
respected job. Woodhill collage ad-vestment for the science department. In this context help to
this type of job advertisement is used email, phone, newspaper, magazine etc. with the help of all
such kind of platform is help to increase the number of candidate in Woodhill collage UK
(Brewster, and et.al 2016). For advertisement organisation is to be used different factor for
recruitment in work place. Under job advertisement is focus on proper formatting about the job
and give proper details about the job in advertisement.
C. Job specification and peroneal specification
For recruitment is focus on the job specification in work place and personal specification
is most important factor for job.
 Job specification

Post:- Faculty for science department
Report to be sent to:- HR manager of Woodhill college
Objective for job:- To bestow my employed skilfulness in management of administration.
To usage my power and knowledge through teaching field.
Responsibilities:-
 To execute my on the job abilities by teaching college students.
 To activity other faculties for positive situation of administration.
 To set up good relation with other faculties.
 To take part in college's activeness.
Person specification
Knowledge
Experience as college lecturer for 2 years.
Abilitys
 Leading skills
 Difficulty solving ability
 Awkward on the job
Educational qualification:-
Masters in science Administration.
TASK 3
P.3
A. Difference between training and development\
 Training :- In organisation training means the act of teaching an employees skills and
other of activity in working condition is called training. In organisation training is focus
on learning of new skills as per the need of in organisation.
 Development :- In organisation point of view act of process of something to groom or
become and increase the knowledge as per the organisation. In this way proper training is
help to development of organisation.

Sr. no. Training Development
1 Training is organised by the company or
organisation to increase the skills of their
employees. (Brewster, and et.al 2016)
Whereas development program
is organised by employees
themselves to learn the skills
taught by organisation and
grow.
2 This program is short term for about 3 to 6
months.
The development process is
continuous and long term.
3 Focusses on developing skills presently. This is done by employees
themselves for future growth.
4 Focus is only in the context of the job profile. It does the focus for the
foundation of the career.
5 It provides trainer for learning in work place. Trained by themselves and
help to future development in
organisation.
6 It has various individuals who collectively take
the training by a trainer. (Brewster, and et.al
2016)
In this program the employee
do the learning himself for the
self improvement with
knowledge and future growth.
7 Aim for the training is to prepare skilled
employees for their own organisation and the
particular job and responsibilities of the post
given to them in work place.
This program aims to prepare
the employees for learning the
concepts and the overall
general knowledge.
8 It has a limited scope and oriented only on the job
method. (Tortorella, and et.al 2015)
Scope is wider than that of the
training process because it is
career oriented.
9 Organization gives the training and induction
just after the recruitment of the new employee.
On the converse in the
development process,

employee gets the new task or
project of next level when the
training period completed and
the worker already have done
some work regarding the job
10 Training program provides workshops, led
courses, seminars and some new options like web
based training, video based course or distance
learning courses.
On the contrary, development
program provides the
resources to increase the skills
personally in communication,
management and customer
service.
11 Trainings are formal and time oriented . These are flexible at timings
and informal. (Tortorella, and
et.al 2015)
B. Training need and method of training used
Training is very important for any company or organisation and its employees for their
growth and development of business. As Tesco is a very large retail organization, it needs to
train its workers and employees. It should be given to the newly recruited employees who just
joined the organization to let them familiar with the rules, regulations and the custom of the
organisation. Also, it is given to the old employees too for the refreshment and to increase their
existing knowledge and further growth and promotion in the firm (Bolman, and Deal, 2017). It
helps employee to get more secured and satisfactory job and will also increase his morale.
So, when more the employee will satisfy, the more he will contribute to the organisation
and this will also make the chances better for his growth in career. Again we can say that, more
the employee will efficient and trained, he will less likely to do any error or accidents in work,
by this he will give more quantity and quality of work which will get him the higher pay and the
post as well.
Methods of training in Tesco-
There are two types of training given in Tesco :-

 On job training- This is the most common method of training where the trainee is taught
by the trainer the skills and knowledge which are required for the job. This method is
flexible, inexpensive, gives motivation time to the trainee and required less arrangement.
 Off the job training- This training is given away from the work or job. These are given
to limit the shortcomings of on the job method and are for the overall development of the
employees (Bolman, . and Deal, 2017). This training is given by the techniques like case
study, incident method, role play, business games, grid gaming etc.
C. Benefit and systematic approaches of training
Organisation is to b e focus on training needs is help to increase the level of performance
in work place. With the help of training and development is help to increase the level of
performance and maintained the growth rate in market. Tesco organisation is use systematic
approach of training is help to increase the performance level in market place. The organisation
is to be used in systematic approach and help to increase the performance level in market. In
systematic approach is focus on many factors to help employee in work place. All such kind of
factor in systematic approaches are as follows :-
 Organisation aims :- In systematic approach is focus on organisation aim and objective
and provide training as per the aim in work place (Snell, Morris, and Bohlander, 2015).
Systematic approaches is focus on it and provide guidance is help to increase profit.
 Analysing training need :- In systematic approach is focus on snaplines training needs
in work place, then providing training is organisation. Analyses the knowledge, skills and
behaviour of each job recruiter (Snell, Morris, and Bohlander, 2015). It ion focus on the
assign the degree of the competence of job holders to meet all such kind of recruitment in
work place.
 Designing training strategy :- In this context to set training strategy to meet training
needs in work place. In this context is focus on the key learning points is help to increase
the performance level in market.
 Implement training strategy :- In this context is focus on implements the training
strategy for future development in of employees in work place. Ion systematic planing is
help to meet the organisation objective in work place. In this implements stage is focus
on testing knowledge and skills is help to immanently after completion of training is
completed.

Every such are steps in systematic planing and help to indefinite quantity the level of carrying
out in administration. It is help to each and every employees in work place and maintained
relationship between employees in work place. The systematic approaches is help to guide each
and every employees about the work and help for future benefit in working condition. In this
approach is help to indefinite quantity level of carrying into action in activity (Konrad, Yang,
and Maurer, 2016). With the help of systematic approaches is help to develop company interest
with competent job performance. It is help to development what people must know and more
about the job, so employees can do work easily in working environment. It is help to
development job on specific profession. It is help to identified people for work related needs. It
is help to what people must know about the job, systematic approaches is help to increase the
performance level and guide on particular job.
D. Effectiveness of Tesco training and development
Role of training and development programs are very big to achieve success of any
organizations. When it comes to the large retail organizations like Tesco, it becomes more
important to give training and proper guidance to enhance the skills and existing knowledge of
employees especially for newly recruited ones to know what are the rules, mission and targets of
the company. Training can also impact the return on investments. The performance of the
organization depends on the performance of the employees which can be made better and better
by providing the trainings. After this the organization enjoys the increasing rate of success
because of the increased productivity and profits (Tortorella, and et.al 2015). Training should
also be given to old employees who have been in company for long time to refresh and update
the knowledge of changing strategies, introducing new products, how to reach to more customers
and make the shopping more convenient for them in Tesco. Because, Tesco is a very old and
known organization and has a big market in UK and many other countries. good relations with
employees they earn the trust and loyalty of their team, which leads to low the costs of hiring,
training and recruitment process which generally consumes more time and costs high for
organizations.
So it will be very beneficial for Tesco, as the competition has been increased so much in
years, and because Tesco is in the top position, it has been the target of many small organizations
as they are improving by increasing the knowledge of technology, which should also adopt by
Tesco and for this it should provide updates through training of employees to be in the race

(Tortorella, and et.al 2015). This will increase the productivity of employees because they will
be trained and be less likely to do errors, by this they will consume less time to meet the targets
and work more efficiently,this will highly increase their output or say productivity and that
improvisation will give maximum profits and will take the organization to new heights.
TASK 4
P.5 Importance of maintained employees good relation
By maintaining good relation between employer and employee, an organization can be
very successful. It will increase the productivity, efficiency and loyalty and tend to make less
conflicts. In order to achieve these the company should invest more in employee relations. It
increases the employee motivation to be more productive. By good relations with employees
they earn the trust and loyalty of their team, which leads to low the costs of hiring, training and
recruitment process which generally consumes more time and costs high for organizations.
Moreover, if the employee turnover goes down, the HR team who hires the new employees, will
have a huge set of trained and skilled employees. It also reduce the conflicts, that may occur
while working, But if ITV makes the employer-employee relation more better, it will be less
likely to have conflicts and by this, employees will work in pleasant and friendly environment,
will be less stressed, and work with relaxed mind therefore they will be more productive which
will give more benefits to company in term of great profits and success. Good relations between
company and its employees will also make the good communication between the employee and
employer (Sparrow, Brewster, . and Chung, , 2016). By that means, an employee will feel more
secure and confident to share new ideas to increase the productivity and hence getting profits. It
will make both the employer and employee more open to each other, will build the trust levels.
By this the company will get to know the hidden talents, the strengths, weaknesses and
will work accordingly to increase their skills, overcome the weaknesses, this will eventually go
to give more productive employees and hence success in the form of more profits. It will give
time to time promotion and new growth to its employees and will attract more employment.
Employee will learn the leadership skills with open interaction between the HR or senior team
and will understand the decisions of them

P.6 Key elements of employment legalisation
In organisation is to be focus on employment legalisation in work place. It is help for
each and every employees in working environment. In this context law is most important factor
for every organisation and help to protected form any wrong work in administration. It is help to
preserved the level of execution and increase growth rate in industry. In work place it is help to
protract every employees in work place (Sparrow, , Brewster, . and Chung, ., 2016). In this
context it is focus on some factor are as follows :-
 Equality ;- In organisation is to be most important factor that each and every employees
in work place is equal and treat to be equal as per the law. In this context equality act
2010 is most important act and use in work place. As per the law all people in
organisation is most important and equality duties in work place or eliminate description
in administration. In this act treating people in work place fairly, regardless of age,
disability and gender etc. all such factor is most important for level of performance in
market.
 Data proaction :- In organisation to protect data form any other source is most
important in work place. In data proaction act is focus on how your personal information
is used by the organisation, business or government. They must make sure all the
information is to be used lawfully and used for limited (Mullins, ., Brandes, . and
Dharwadkar, ., 2016). This factor is most important to increase the performance level
and provide safe customer in work place.
 Health and safety :- In health and care act is most important for each and every
employees and alteration the level of execution in industry. The organisation is focus to
health and safety act in work force. In health and safety law is help to provide each
employee safe in work place help to increase the growth rate in market. In health and
safety act 1974 is duty of all the employer to ensure that improve health and safety
condition in work place.
 Contractual responsibility ;- In contractual responsibility and risk of the part-ice in
contract in work place. In this context contractor often foul of the law because of limited
understanding of there contractual obligation. It this way, contractor are better equivalent
to ensure there contractual rights in work place. In this way, it is help to maintained the
level of performance in market.