Human Resource Management Analysis: Woodhill College Report

This report provides a comprehensive analysis of Human Resource Management (HRM) functions, focusing on workforce planning, recruitment, training, and employee relations. The report begins by outlining the core purposes and functions of HRM within an organization, emphasizing effective resource utilization, staffing, and organizational culture. It then delves into the strengths and weaknesses of internal and external recruitment approaches, followed by a job advertisement and description for a lecturer position at Woodhill College. The report further explores the differences between training and development, using Tesco as a case study to illustrate training needs identification, methods, and the benefits of training and development for both employees and employers. Finally, it examines the importance of employee relations and the influence of employment legislation on HR decision-making, particularly in the context of ITV.

Human resource management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 HRM function and its purpose in workforce planning and resourcing .................................1
P2. Strength and weaknesses of different approaches of recruitment and selection process......3
TASK 2............................................................................................................................................4
P7 a) Job advertisement for lecture post.....................................................................................4
b) suitable platform for advertisement........................................................................................5
c) Job description........................................................................................................................5
TASK 3............................................................................................................................................6
P3 a) Difference between training and development..................................................................6
b) Describe how training needs are identified and the methods of training used by TESCO.....7
c) Benefits of training and development for employees and employers in TESCO...................8
P4 training and development practices effectiveness in term of delivering return on investment
for TESCO..................................................................................................................................9
TASK 4............................................................................................................................................9
P5 Importance of employees relations which influence decision making in ITV......................9
P6 Employment legislation and how this influence ITV's HR decision making......................10
CONCLUSION..............................................................................................................................11
REFERENCES .............................................................................................................................12

INTRODUCTION
Human resource management is essential for every firm or organisation as it helps in
arranging and managing the entire firm and workforce in the company. The human resource
management is playing many more task in the firm that provides better or sound level of
productivity and profitability. apart form it, this project is divided in to around four task, the first
one showcase the purpose and functions of human resource manager in the company along with
strength and weakness of the process of recruitment or selection (Armstrong,and et. al., 2014).
on the other side, second task creates an advertisement in order to hire best suitable person for
the Woodhill collage in accordance to the vacancy also frames descriptions for job and suitable
CV for the vacant job. At the end of it importance of training and development is brighten up for
workers and employers. Methods of training are discussed which is beneficial for the TESCO
also explains difference between employees and authorities and their soundness on ROI.
Significance of ITV are also detailed in order to keeping and maintaining good relationships with
workforce or it impacts on HR manager.
TASK 1
P1 HRM function and its purpose in workforce planning and resourcing
Human resource management is a general and very simple process in the company for
workforce training and development, job specification, staffing and selection, compensation and
rewards to employees as larger numbers of work is performed by the HR in the Woodhill
collage. These all provides help in order to motivate employees of firm for strong productivity
and higher profit because every firm wishes to have skilled staff for their company. There are
some purpose and functions of HRM which are mention below as-
Purpose of HRM-
Effective use of Resources- the use of resource must be in accordance to demand or
requirements so that company will be able to keep their raw material secure, utilize optimum
level of it hence, no extra fund is there and it helps in reducing the wastages. Prominent role in it
is for workforce as they should take care of these things in respect to growth and profit of
company (Armstrong and Taylor, 2014). the purpose of HRM is to look out and control staffs
and their process of working for the desired result.
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Staffing- this is a function of HRM in Woodhill collage the core purpose of it is to put
right and suitable person at the very right place or post. Hence, for it the HR manager needs to
evaluate skills and abilities or knowledge to the candidates as who they suppose to get permit in
the company.
Maintain organisation culture- it Woodhill collage, it is required to facilitates effective
and good culture in their firm that is generally suitable for employees which helps in providing
satisfaction and motivation in their given job. It firm is having strong and effective , positive
surrounding then buyers will also feels happy and satisfy with firm. HR manager needs to feel
and examine the needs, wishes and demands and framed atmosphere in according to it and these
all showcase positive image.
Engage employees- it refers to the mean as all employees needs to be engages with their
prescribe job task for the more future growth (Beardwell and Thompson, 2014). this can only be
done by making different teams and groups that provides helps in order to creating good
relationship with each one with the help of it and also minimise work pressure for effective
working.
Functions of HRM-
Managerial Function Operative Function
 The managerial function is about
planning for what to do and how or
when and for whom by the firm. It will
helps in having targets of firm in
effective or efficient manner.
Operative functions involves job framing,
selections of employees, evaluation for sound
and desired result.
 Another function is arranging activities
for firm as well as for workforces
benefits.
Development is necessary for all workers as
well as for the company it will be done with
the helps of training process (Brewster and et.
al., 2016).
 Staffing is all about placing best
suitable person to the very matched
place or post in order to get better
result.
Compensation is manner of offering fund to
workers and also provides help in respect to
motivates them for their task or job.
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 After the consideration of these three
steps firm needs to direct them on what
they have decide and monitor all.
 Arranging and maintenance is having
relation with the company also cause
there are needs to be facilities that
needed by the workforce performing in
it.
 Keeping control over staff members
and firm makes them able to perform
good and get growth.
 Integration is majorly is used in the
relation of industry in order to maintain
strong relation in between firm and
workforce.
P2. Strength and weaknesses of different approaches of recruitment and selection process
Recruitment and selection is known as the function of human resource management in an
organisation. It provides benefits to Woodhill collage in order to put suitable person at the very
right place (Brewster, and et.al., 2017). new workforce can come up with new thought, idea this
will helps in enhancing the growth and productivity of the company. It's process is consist
external and internal which are detailed as-
Internal Approach- it is very common approach and also not so very expensive which
generally larger numbers of firm are using. In this, existing firm get promotion for various post
in accordance to their knowledge and skills. It is very helpful for the company cause it helps in
using the staff and it dose not needs any induction and employees orientation as they will knows
about the firm.
Advantages Disadvantages
 All the workforce are having sound
knowledge about firm's policies and
strategies.
 It is not so costly cause there is no
needs of advertisement and recruitment
or selections.
 If company have promoted old
employees to the new vacant post then
they will not have the generation of
new idea or innovations.
 Lack of new techniques, methods and
ideas in the firm because of internal
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 There is no needs to training and
development.
needs.
 Lack of number of knowledgable pool.
External approaches- in this method, company will hire or make contact to some
consultancy firm that helps in recruitment and selection as they will perform all the level in order
to have new person in the company on the behalf of firm. This will helps in brining new ideas
and innovation in the firm. Person will get selected in according to their qualification, skills and
knowledge to do work (Brewster 2016). this approach is arrange with the helps on advertisement
and some different tools are used to spread knowledge for the vacant post and desired.
Advantages Disadvantages
 Larger number of talent.
 Sound flow of innovation and new
ideas.
 Helps in updating all the tools and
technique or latest methods.
 The recruitment and selection
committee will have different choices
in order to selecting right person in
according to their needs.
 Facilitates helps in filling up empty
post with best suitable candidates.
 This techniques is bit expansive then
other as it needs to have some
advertisement and other methods in
order to show the desire and needs to
candidates.
 Training and development is required
for workers in accordance to their task
or job specifications.
 New candidates will take much time to
get comfortable and familiar with firm.
 Current working staff members are
more trustworthy in compare of others.
TASK 2
P7 a) Job advertisement for lecture post
Human resource lecturer for Woodhill college
Location: United Kingdom
Salary: Fixed for Senior Lecturer: £42,418 to £56,950 (depending on qualifications and
experience)
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Placed on: 15rd February 2018
Closes: 28th February 2018
Timing: 11:00 AM – 3:30 PM
The woodhill collage is having some vacant positions for the post of lecturer of HR hence,
organisation is looking out for those candidates who are interested and having sufficient
knowledge in related to the subject and able to offers their services to the students. The person
needs to have whole knowledge of course, good skills of communications and hard working.
Interested candidates can post and submit their CV and take appointment for interview.
Suppose to come with related documents.
Email id: wodhillcollege.com.uk
HR Director
Smith John
b) suitable platform for advertisement
External recruitment is very important in order to hire suitable person in accordance to
the needs and advertisement is needed for this process that provide suitable, qualified and
interested candidates and showcase their skills and capability.
Magazine and newspaper: it is very common and popular methods which is used by
each and every firm in order to attract and invite larger numbers of candidates for specific job
profile. Eye capturing advertising is able to make direct effect (Brewster, 2016).
Online resources: here in this types of process, the firm has transfer their work of
recruiting and selection to the online firms who are able to provide them help in order to hire
suitable candidates for their empty post.
c) Job description
Job title: HR lecturer
Department: human resource
Job Purpose:
 facilitating learning atmosphere and culture to all students.
 Helps in grooming to students in the filed of HR.
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 Offers promotion of education.
Responsibilities and duties:
 Candidates must to take participation in the responsibilities of collage.
 Needs to provide lecture to postgraduate and undergraduate student.
 They needs to facilitates their contribution in entire development of students or
organisation.
Person specification
Name- Ms. Lauren sazi
Address- 29 New Roman Street, UK
Email- [e-mail]
Mobile no.- 9079538190
Career Objective- In respect to be a part of well established educational institution and
evaluate skills and knowledge so that can be able to boost up my capability and skills.
Academic Qualification-
 Bachelors in Business Administration
 diploma in human resource.
 Masters in Human resource Management
Experience- 34 year experience of teaching department.
Competencies-
 strong knowledge of the subject.
 good communication skills
 also having knowledge of practical.
Declaration-
Herewith, I declared that information mention above is correct and to according to my
knowledge.
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TASK 3
P3 a) Difference between training and development
Training and development is prominent and necessary for every types of company that
provides help in order to boost worker's skills and knowledge and also facilitates productivity
and growth (Brewster, 2016 ). TESCO is a retail organisation which is established in around
1919 by Jack Cohen and they are having approx. 6, 553 stores. TESCO having their product as
superstore, supermarket and hypermarket. There are some difference in between training and
development. Which are mention below as-
Training Development
The prominent motive of offering training is
concentrated on current knowledge and skills
of workers.
Development is always future oriented that
focuses on personal development.
Training helps in development of employees
and able to match with the requirement to
TESCO.
Development generally takes some months
and years because this can be known as long
term process. This is profitable to the company
and workers for the lifetime.
It is facilitates to the employees in accordance
to their job specification.
This will be helpful in respect to develop
workers in their entire professional career.
Every training has their own particular
objective which is much specific.
Target and objective of development is much
wider that covers all kinds of skills and
knowledge in them.
Experts in training has some process and
facilitates in group.
This works on employees in respect to their
development.
b) Describe how training needs are identified and the methods of training used by TESCO
There are two kinds of training techniques that provides help TESCO in order to boost up
the skill and knowledge of the members of staff. Some of the methods are detailed as like-
On the job training method: this techniques are used by larger numbers of
organisations in order to provide learning to new along with existing employees. This
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techniques is not so much costly and employees will get stage for their training ( Chelladurai
and et.al., 2017). some tools are generally utilise in this as- job rotation, mentoring, understudy,
apprenticeship, coaching.
On the job training provide help to the firm along with staff in many manners like no extra
expenses happen, more other stages are not needed., employee will get specific knowledge.
Off the job Training Method: In respect to this technique, it will be generated by outer
side of the organisation hence in order to conduct off the job training techniques firm will needs
to have extra place in which trainer will provide study material and will found able to have class
of the workers who needs training. There are lots more methods that are sued by an organisation
some of them are like- simulation activities involves management games, case study, conference
and lectures.
For TESCO on the job training techniques is profitable because it will provide helps to
them in order to train workers in effective manner also facilitates practical knowledge for their
job and task. This tool helps in boosting profit and enhance productivity for the company.
c) Benefits of training and development for employees and employers in TESCO
Human resource management is profitable for both employee or management whom are
offering jobs because it also arrange training and development events in the firm. The roles of
HRM is far different for both the employer and workers but it is provide advantages to both of
them along with future growth. Staff members and management of the firm provides their
contribution in order to make these all activities easy (Jackson,2014). TESCO is dealing with
different sectors and arranges their work with the helps of these activities. Without it firm will
not able to survive in the competitive world and may have more problems. There are some profit
of training and development which are as-
Benefits to employers-
Promoting positive behaviour- positive behave helps in developing workers and
resolve their issues to minimise disturbance.
Flexible workplace- work stating in the firm needs to be flexible and good in atmosphere
so the works will perform easily and provide motivation to them.
Developing employees- it is the duty of human resource department in the firm and
develop staff members through the effective training.
Benefits of employees-
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Enhance skills and knowledge- with the help of this process firm will get more and
much benefits because workers will have knowledge about mew techniques and tools that
provides helps in strong production with fewer uses of finance or resource.
Performance appraisal- this is the process through which manager will provide rewards
to the employee at the end of the month in accordance of their performance that motivates them.
Manage conflicts- each and every organisation has some problems cause workers are
having some conflicts with each other hence these all are resolved by human resource
management.
P4 training and development practices effectiveness in term of delivering return on investment
for TESCO
The firm TESCO is boosting their productivity and maximise their profit with the helps
of human resource management. This activity provides help to firm in order to expand or flourish
their structure for having advantages in competitive market (Marchington and et.al., 2016).
training and development boost knowledge and personality of the workers in order to perform
function. some of benefits are detailed as-
communication- sound communication is good for the firm because through it employee
will be able to share their views and thought in easily manner. In TESCO it also offers positive
environment.
Training and development- workers are major and important part of the firm for their
development in the company as they offers training to their staff. With the helps of it thiey will
be able to enhance their skills and knowledge.
Updating skills of employees- the process of training and development of TESCO helps
in updating skills of employees. Hence this is essential for firm as well as their employees.
Effective rewards- rewards are tool that are using in every firm in order to motivate
employees. Rewards can be come as monetary or some other ways it helps in boosting the ability
of employee for firm welfare.
Effective direction- effective direction needs to be given to worker in order to perform
on it. Core role is performed by the manager of the firm in this process cause they has
responsibilities to allocate the work and decide objective.
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TASK 4
P5 Importance of employees relations which influence decision making in ITV
ITV is a firm of UK which is introduce in 22nd September 1995, as around 62 years ago.
This is majorly a TV network that are rolling different tasks there is requirement of workforce in
the firm. Keeps and maintain sound relation with them provide helps in order to have objective
and targets. There are some importance of good relation which are detailed as like-
Improve productivity: when larger numbers of employee are performing together then it
will helps the firm to boost up productivity and generate sound revenue in the company. It
employees and manager of ITV Marge their thought and innovative ideas then firm will be in
profit and they will be able to make effective decision in the company (Purce,2014).
Provide motivation: if workforce is highly satisfied with their job and work then they
will bring new thought and shares their ideas to firm in order to make betterment and employee
satisfaction is prominent thing in this organisation.
Employees become more concentrate and focused: with the helps of sited process in
the firm employees will become more trained, and skilled and able to do their work by their own
with higher concentration and also focused on at the place where are concentration are more
needed.
Ability to reduce risk: when the manager of HR for a group or team of workers. It will
helps in minimise the best possible risk and also reduce the extra time of consumption. Manager
has the ability to reduce the risk or overlapping of the work in the firm.
Sharing goals between employees: if the staff member has idea of the goals or objective
of ITV and facilitates their target among them then it will provide help in order to grab higher
objective of the firm along with their personal goal. This thing is possible in the firm when
everyone is having faith or trust on each other for the work.
P6 Employment legislation and how this influence ITV's HR decision making
Employment law and legislation is the law which are given by the government for the
welfare of workforce as this has ability to make direct affect on the management or employers
as they one whom are giving jobs and other members of union. This law involves many rules,
policies and regulation. Core purpose of this is to provide protection to the labour in the firm or
government takes total possession over the organisation. ITV of human resource department
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follows and implement all the norm and rules in the firm. In case, if any company is not all these
legislation in their firm them they needs to pay plenty to government for breaking the rules or
laws. There are some laws which are important and detailed like as -
Equality act- this act is established in around October, 2010. it ensures that in firm
employer and workers makes fair and positive atmosphere in work station and facilitates equal
rights to everyone or authorities on order to share their views and opinions. Equality provide
motivation to staff and other employee of the company.
Data protection act- This is the act which are framed in around 1998 and it is
propounded in the parliament of UK. The core purpose of framing this act is to facilitates
protections to the firm's data that is generally secured in their computer or in paper forms. The
data protection act of the firm is helps in safety and protection in the firm which is crucial
information (ReicheAnd et.al., 2016).
Health and safety act- this denotes health and safety of the firm for betterment of the
firm as well as their workers. It facilitates safe work stage to employees so that no misfortune
will be happen. This act is founded in around 1974. healthy and protective atmosphere provide
higher profit and productivity.
Contractual responsibility act- the act is majorly focused on contract that are framed in
between workers and management so that misunderstanding will not be shown. This will provide
helps in many more ways for future of them and the firm (Sparrow and et.al., 2016).
CONCLUSION
From the above report it has been concluded that the report is provide details on human
resource management as it is important and necessary for every department in the firm. Major
role of HRM is filling up the vacant post with right and suitable person and they needs to be
motivated and HRM has various techniques that will helps in boosting productivity and
profitability of the firm.
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REFERENCES
Books and Journals
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practice. Kogan Page Publishers.
Beardwell, J. and et.al., 2014. Human resource management: a contemporary approach. Pearson
Education.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Brewster, C. and et.al., 2016. International human resource management. Kogan Page
Publishers.
Brewster, C. and et.al., 2016. New challenges for European resource management. Springer.
Brewster, C. and et.al., 2017. Policy and Practice in European Human Resource Management:
The Price Waterhouse Cranfield Survey. Taylor & Francis.
Brewster, C., 2016. International human resource management. Kogan Page Publishers.
Brewster, C., 2016. New challenges for European resource management. Springer.
Chelladurai, P. and et.al., 2017. Human resource management in sport and recreation. Human
Kinetics.
Foster, E.C., 2014. Human resource management. In Software Engineering (pp. 253-269).
Apress, Berkeley, CA.
Jackson, S.E., 2014. An aspirational framework for strategic human resource management.
Academy of Management Annals.8(1). pp.1-56.
Marchington, M.and et.al., 2016. Human resource management at work. Kogan Page Publishers.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals).67.
Reiche, B.S. And et.al., 2016. Readings and cases in international human resource management.
Taylor & Francis.
Reiche, B.S., 2016. Readings and cases in international human resource management. Taylor
& Francis.
Sparrow, P. and et.al., 2016. Globalizing human resource management. Routledge..
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
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Function of HRM. 2017. [Online] Available through <http://www.managementguru.net/human-
resource-management/>.
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