Human Resource Management Report: Woodhill College Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on Woodhill College and drawing comparisons with TESCO and ITV. The report is divided into three parts. Part 1 examines the role of the HR manager in workforce planning, evaluates recruitment and selection approaches (internal and external), and discusses the importance of HRM functions in achieving business objectives. Task 2 focuses on job advertisements, platforms for placement, and the development of job and person specifications. Part 2 delves into the differences between training and development, the training needs of TESCO, training methods, and the benefits of the training process, including return on investment. Part 3 explores the importance of good employee relations at ITV and the impact of HRM practices and key legislation on employee relations. The report provides examples and evaluations throughout, offering insights into the strengths and weaknesses of various HRM approaches and their practical application.

HUMAN RESOURCE MANAGEMENT
STUDENT NAME
STUDENT ID
PROFESSOR NAME
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Table of Contents
Introduction......................................................................................................................................3
Part 1................................................................................................................................................3
Task 1...............................................................................................................................................3
a) The purpose and role of Human Resource manager in the workforce planning of Woodhill
College.............................................................................................................................................3
b) Strength and weakness of the various approaches in the process of selection and recruitment..4
c) In order to fulfil the objectives of business the importance of HRM functions..........................5
d) Evaluating the strengths and weakness of the approaches in the process of selection and
recruitment.......................................................................................................................................5
e) Evaluating with example the strength and weakness of the various approaches to selection and
recruitment.......................................................................................................................................6
Task 2...............................................................................................................................................6
a) Job advertisement........................................................................................................................6
b) Finding the platforms to place the advertisements......................................................................7
c) Building job specification and person specification....................................................................8
d) For the practices of HRM providing rational..............................................................................9
Part 2................................................................................................................................................9
Task 3...............................................................................................................................................9
a) Describing the difference between the development and training..............................................9
b) The changes in the expectation of TESCO and required training of the staffs...........................9
c) The methods of training of TESCO...........................................................................................10
d) Needs of training process of TESCO........................................................................................10
e) Evaluating the benefits of training process of TESCO..............................................................11
f) Indication the extent to achieve a return on investment.............................................................12
g) Some approaches that adopted by TESCO to expand their business........................................12
Part 3..............................................................................................................................................13
Task 4.............................................................................................................................................13
a) Importance of good employee relation in ITV..........................................................................13
b) The key elements of legislation.................................................................................................13
c) The impact of employee relation and HRM practices in ITV...................................................14
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Conclusion.....................................................................................................................................15
Reference list.................................................................................................................................17
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Introduction
For the proper business process, there is the importance of the practice of Human resources. As
the maximum control of the business process depended on the work responsibilities of the human
resources of the companies, so the appropriate practices of the human resources can increase the
range of business and the organisation can reach with the service system to the people around the
world. Maintain own responsibilities the human resources of the institutions can develop their
service system. All the requirements of the organisations in the time of conducting any projects
and also in the time of improving the business process are fulfilled by the HRM of the
organisations. The recruitment and selection of the employees and the process to satisfy the
employees are done by the HRM of the companies.
Part 1
Task 1
a) The purpose and role of Human Resource manager in the workforce
planning of Woodhill College
According to Brewster et al. (2016, p.457), the HR managers of the organisations need to play
important roles in the organisations. From the planning of the project till to the development of
the service system, the HR managers are of prime importance. In the case of Woodhill College,
one of the main responsibilities of the HR manager is to recruit the necessary employees for
several posts. In order to conduct any kind of project, it is important to build proper planning of
the project. The appropriate planning of the projects increases the speed of the work and also
helps the HR of the college to conduct the project successfully. With the help of the proper
resources of the organisation, HR can fulfil all the requirements of the workplace. The planning
and scheduling of the work process are done by the HRM of the organisation. In Woodhill
College for conducting the process of the recruitment and selection process, the HR manager
builds the proper work plan. Based on the stages of the work plan the HR of the college can
develop the recruitment process and also can get the correct employees for their institution.
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b) Strength and weakness of the various approaches in the process of selection
and recruitment
Sparrow et al. (2016, p.69) stated that in every business organisation there are various strength
and weaknesses. The strength of the organisations provides support to compete in the market and
the weakness of the organisations reduces the service system of the business. In the case of the
Woodhill College, they have also various strength and weakness in the process of the recruitment
process. At the time of conducting recruitment process, the organisations face various issues. For
the strength, the organisations overcome various issues and for their weakness, Woodhill college
failed to overcome issues. The various approaches of the recruitment system of the college are
internal and external. In the case of the internal and extra approaches, Woodhill College faced
various problems. Woodhill College has both strength and weakness in both internal and external
recruitment process (Curro.co.za, 2017).
Internal
Strength Weakness
Known employees
Skill of the employees
Proper systematic way
Lack of resources
In the case, the strength of Woodhill College of internal recruitment process needs to be known
to employees who are working in college from the last few years and the proper skill of the
employees. Weakness is the lack of proper systematic way of recruitment and selection of
Woodhill College and the lack of resources.
External
Strength Weakness
Experienced employees
Trained
Lack of marketing process
Economic issues
In the case of external recruitment, the strength of the organisation is the chance of getting
experienced and trained employees. The weakness is the lack of the marketing process of the job
vacancy and also the economic issues of Woodhill College.
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c) In order to fulfil the objectives of business the importance of HRM
functions
The HRM of the organisation work as per the objectives the organisation's (Renwick et al. 2013,
p.1). In the case of the HRM of Woodhill College, the HRM of this college needs to work as per
the objectives of the college. In order to fulfil the objectives of Woodhill College the functions
that provide talent and skill are following:
Recruitment
The appropriate process of recruitment is conducted by HRM of the organisation in order to find
out the perfect employees for Woodhill College.
Selection
Select the correct employees for the college the HRM improve the service system of the college,
Orientation
Through this function, the HRM of Woodhill College provides the information that is important
for the employees to adjust in this workplace. With the proper information, the employees can
conduct their project successfully.
Development
For the improvement of the service system of the college and also to provide the best quality
services to the students, it is the duty of the HRM of the college to adopt various strategies of
development.
Career path management
Career path management improves the skills of the employees with the proper contribution of the
HRM of Woodhill College.
d) Evaluating the strengths and weakness of the approaches in the process of
selection and recruitment
Before starting the process of recruitment and selection process it is the duty of the every
responsible department of the organisations evaluates the strength and weakness of the process
(Jackson et al. 2014, p.1). The strength and weakness of the approaches provide the impact on
the whole selection process of the organisations. The strength of the approaches provides the
positive impact and on the other hand, the weakness of the approaches provides the negative
impact to the selection and recruitment process. For the process of recruitment strength of
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Woodhill College are the skilled employees and also chances to get the experienced and trained
employees. The weakness of the college is the lack of properly advertisement process and also
ten lacks of resources. Due to the lack of proper resources and economic support, Woodhill
College failed to provide the proper advertisement to the perfect platforms.
e) Evaluating with example the strength and weakness of the various
approaches to selection and recruitment
In the case of the strength of internal recruitment process, Woodhill has the employees to
promote. Among the employees of college who are working with this college from the last few
years have to gather a lot of skill and experience. The experienced employees of the organisation
can play the role of the post. In this case Woodhill they can appoint in that post without
conducting any recruiting process. The weakness is that as the organisation has not the proper
systematic way of the promotion process, so this process failed. In the case of external
approaches through the organisation has the chances to get the experienced employees but due to
the lack of proper economic support the advertisement process cannot do by the organisations
Due to the lack of resource Woodhill college failed to conduct their marketing and advertising
process and do not get the opportunity to appoint the experienced candidates.
Task 2
a) Job advertisement
Urgent Vacancy
Job opportunity in Pretoria, South Africa
Recruitment of assist Professor
Have the opportunity to work in one of the best college of South Africa as an assistant
professor
Assistant professor
To face the interview process of their recruitment the candidates need to follow the below-
required qualification:
● Master degree in any stream.
● Minimum 60% of marks in both ten graduating and Master Degrees courses.
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● Most welcome for the candidates who are conducting Ph.D.
● Good communication skill.
● Need to have knowledge in more than two languages.
Process of application
The interested candidates can apply for the post by using both offline and online system of
application. In the case of offline application, candidates can download the application form
and prospectus from the online sites and also can collect the form and prospectus from the
campus of the college by paying the registration charge. In the case of the online application,
the candidates can apply through the website of Woodhill college. The candidates can get the
opportunities to choose the pattern of exam among the online examination process and offline
examination process. Online process of examination is only for the candidates who live more
than 500 km distance from the college campus. The offline process of examination is for all
the candidates.
Salary
No bar in the salary for right candidates.
b) Finding the platforms to place the advertisements
In order to reach the advertisement to ten candidates among the whole country and also to the
other countries, it is important for Woodhill College to choose the right platforms of place the
advertisement. By reaching to more candidates the college management can get more
opportunity to get the perfect candidates for their college. The Right platform can complete the
process of advertisement successfully. In order to place the advertisement, Woodhill College can
choose both the offline and online system of advertisement. In the case, if the offline system of
advertisement Woodhill college can use the following platform:
Newspaper
As the maximum people of South Africa and all over the world use the daily newspaper so it is
the easiest way to reach to the maximum candidates
Magazine
By advertising in the magazines, the college can reach to the candidates. Woodhill College can
choose both the national and international magazines for their advertisement process.
Poster
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Through the system of the advertisement of the posters, the organisations reach to the local
candidates. Though the system of using posters is not important but is the effect on the
recruitment and selection process.
In the case of the online system the college can choose the followings:
Website
By choosing the developed and modern technologies organisation can conduct their advertise
process successfully. Through the websites of the organisation, the candidates can get all the
details about the recruitment process.
Social networking sites
As the maximum people around the world are in touch with the social networking sites, like
Facebook, so by using this process, Wood College can easily reach to the customers around the
world.
c) Building job specification and person specification
Job role
Assistant professor
Organisation name
Woodhill College
Qualification
The candidates who want to apply for the post of assistant professor of Woodhill College need to
be MA. In both the graduation and MA it is important to have 60% of marks. The candidates
who are doing their Ph.D. study are most welcomed. The candidates for the post need to have
good communication skills. The candidates must have knowledge of more than two languages.
Person Specification
The candidates need to be experienced in this field of work. With the help of their pleasant
manner they need to build the comfortable rapport with the students and also with the other staffs
of the colleges. The person needs the ability of creativity. In order to improve the conditions of
the students the professor need to build various solution process by applying the creativity. The
candidates need to work with the others and need to build the proper environment for the
students and also for the colleagues. It is important for the candidates to have the ability to guide
properly the students and also to build notes and questionnaire for the students.
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d) For the practices of HRM providing rational
In the case of the recruitment and selection process of Woodhill College, ten HRM of the
organisation provided the proper advertisement of the vacancy of the job band used the various
platforms to conduct successfully the advertisement process. The HRM of the organisation
described briefly the requirements that they are searching for the candidates and also provided
the proper to apply and chose the pattern of examination. On order to conduct successfully the
advertisement, the HRM of Woodhill College chose both the offline and online process. In the
case of the offline system the organisation chose the newspaper, magazines, and posters to
advertise the vacancy and in the case of online, they chose the website and social networking
sites like. Facebook.
Part 2
Task 3
a) Describing the difference between the development and training
As per Budhwar and Debrah (2013, p.598), the human resource managers of the organisations
need to take various responsibilities. In any sector of business, there is the importance of the
HRM. The responsibilities of training and development are the most common responsibilities of
the human resource management of the every organisation. In these two duties of the human
resource managers, there is the difference; Training is the process to develop the experience and
skill of the employees. By providing training to the employees the human resources can improve
the performance level of the employees. The best efforts of the employees improve the service
quality of TESCO.
The development process is an activity by conducting which the organisations, like TESCO
develop their work policies and service system. The process of development improves the whole
service system of the organisation.
b) The changes in the expectation of TESCO and required training of the
staffs
In the business of the organisations, there is the impact of both the internal and external factors.
These factors provide impacts and the impacts can be both positive and negative. As the
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customers of TESCO are one of the external factors of the organisation, so it also provides
impact upon the business of TESCO (Tescoplc.com, 2017). The expectations of the customers
mainly influence the business of the organisation. TESCO produce the products as per the
expectations of the customer. In any changes occurred in the expectations of customers, then it
provides negative impact upon the business of the organisation. As per the new expectations of
the customers the organisation needs to change their service system and also need to provide
training to the staffs to work with the new system.
c) The methods of training of TESCO
According to Johnston and Marshall (2016, p.3256), in order to improve the skill of the
employees of the organisation, it is important to provide proper training to the employees of the
organisation. The appropriate training methods can develop the learning skill of the employees.
The methods of training of TESCO are following:
On job training
During any job in the workplace TESCO provide training to the members of the team. With the
help of the training, the team members can understand the process of work
Shadowing
The employees of TESCO are guided by the team leaders to do the jobs and also to understand
the organisational culture.
Coaching
By providing the coaching process the organisation provides the proper training to the employees
of the organisation.
Mentoring
In the case of teamwork, the experienced members of the team play the role of mentor and
provide training to the employees.
d) Needs of training process of TESCO
For the proper progress of work and to improve the quality of service within an organisation, it is
important to provide proper training to the employees of the organisations (Klingner et al. 2015,
p.635). In the case of TESCO the needs of the training are following:
● In order to improve the skill of the employees, the proper process of training is essential.
With the proper training process employees can improve their skill.
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● To provide the best effort in the job of the workplace it is important to have the training
process.
● To understand the rules and regulations of both the organisation and government the
training process is necessary. In order to make clear the culture of the organisations, the
proper process of training is important.
e) Evaluating the benefits of training process of TESCO
Weekley and Ployhart (2013, p.235) stated that in the case of proper service system of TESCO
and for the development of the employees of TESCO there are the benefits of the structural
training process. The benefits are following:
Economic
By getting the proper training the employees of TESCO get the idea about the usages of the
materials in the work. Thus, the possibility of wastages of material reduces and the economic
section if the organisation become strong.
Productivity
The appropriate training methods of the organisations improve the skills of the employees and
the employees become aware of the quality of the products. The quality of the products becomes
increase.
Procedures
The training process makes clear the procedures of the work to t employees of the organisations.
With the knowledge of clear procedures, the employee easily conducts their jobs and completes
it successfully.
Supervision
After the completion of training, there is the less need of the supervision because the employees
can conduct their work by their own self.
Systematic skill
The training process of TESCO provides the information to the employees about the systematic
work process. By working in the systematic way the employees can complete their work easily.
Creation of skill
The proper training increases the creativity power of the employees. With the help of the training
process of TESCO, the employees can improve their creativity.
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