HRM Report: Workforce Planning, Recruitment, and Training Analysis

This report provides an in-depth analysis of Human Resource Management (HRM) practices, focusing on workforce planning, recruitment, and training within the context of Woodhill College, Tesco, and ITV. The report begins by outlining the functions of HRM, including staffing, compensation, employee management, and employee relations, and explores the purpose of workforce planning. It then delves into different recruitment and selection approaches, such as external, internal, and third-party recruitment, discussing their strengths and weaknesses. The report further examines HRM practices in a work-related context, including job advertisements and platforms. It also analyzes the advantages of various HRM practices for both employers and employees, identifies training needs and methods, and discusses the benefits of training. The report concludes by exploring the significance of employee relations, employment legislation, and their impact on HRM decision-making, providing a comprehensive overview of the subject.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
TASK 1............................................................................................................................................1
P1 Functions of Human resource workforce planning and purpose.......................................1
P2 Strengths and weakness of different selection and recruitment approach........................2
TASK 2 ...........................................................................................................................................3
P7 HRM practices in a work related context..........................................................................3
a) Job advertisement for the role............................................................................................3
b) Advertisement Platforms....................................................................................................4
c) Description of Job .............................................................................................................4
PART 2............................................................................................................................................5
TASK 3 ...........................................................................................................................................5
a) Advantages of different HRM practices for both the employer and employees................5
b) Identification of training needs and methods of training...................................................6
c) Benefits of training to employers.......................................................................................7
P4 ...........................................................................................................................................7
d) Effectiveness of HRM in relation to profit and productivity of organisation....................7
PART 3............................................................................................................................................8
TASK 4............................................................................................................................................8
P5 Significance of employee relation and its impact on HRM decision making...................8
P6 Employment legislation and influences of this on decision making procedure................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Personnel administration is crucial part of an organisation which lead the company toward
proper functioning and high efficiency of organisation. In the enterprise, for managing effective
employee relation, an organisation manages human resource management in their firm which
admin entire operation including manforce and linked activities (Berman and et. al., 2012). This
report will evaluate different organisation which is Woodhill College, Tesco and ITV. The
purpose of this report is to analyse the function and role of ER in decision making of HRM. This
will also study how the legislation implementation is essential for a company and difference
between different selection and recruitments process which an HRM organise.
PART 1
TASK 1
P1 Functions of Human resource workforce planning and purpose
Workforce planning refer to the management of organisation's personnel along with the
best skills and abilities for the specific job profile for long and short term objectives. Human
resource management of Woodhill college organise and determines the policies of institution
which aid term in managing and resolving the conflicts and disputes of enterprise (How to use
social media in your job search, 2017). The institution's HR is liable for managing workplace
operations and worker, employee as well as discipling the students. Here are the major purpose
and functions of Woodhill college that is mentioned below:
Functions of HRM
Staffing: management and selection of worker on the right pale in order to maximise the
operation quality and performance of worker is the duty of HR (Batt and Colvin, 2011). The HR
organise the process of staffing in order to place the specific employee of Woodhill college on
specific place for managing the revenues and enhancing the profitability of organised and inured
activities. This is essential for enterprise to follow the discussed steps for proper staffing:
 Assortments
 Planning
 research for work
 Recruitment
 selections
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Compensation: The institution coordinate the operations of rewarding the employee
according to their best performance in order to provide and support proper motivational activities
in the Woodhill College. This is one of the major activities that help in enhancing the quality of
work of worker along with aid them in increasing organisation as well as employee's
productivity and skills (Bratton and Gold, 2012). For this, the organisation undertakes various
activities such as retention, promotion, bonus, rewarding, appraisal etc. This not only aid helps in
increasing skills but also avail in modification procedure. The HRM is liable for managing such
activities for employee development.
Employee Management: Worker management is another HRM function that is required
for managing the enterprise and its personnel. This is the duty of HRM to manage records and
documents the information along with resolving the issues and disputes in the company.
ER Management: Employer and worker administration and building the relation among
all individuals in the one of the important function which Woodhill college manages. For which,
they organise various activities and support the employee benefits.
Purpose: The major purpose of this procedure is to organise and coordinate the personnel
and linked activities in effective and efficient manner. This help in developing organisation and
the performance of worker in effective way which increase the productivity and profitability of
enterprise.
P2 Strengths and weakness of different selection and recruitment approach
This is the one of major function of human resource management to manage the procedure
of hiring and selection in an organisation. This is crucial procedure which is organised by
Woodhill College HR to coordinate the process of recruitment and selection which can helps
them in meeting the desired objectives and new talent in the enterprise. This is essential for a
company to meet the desired objectives of Woodhill College (Boxall and Purcell, 2011). Here
are mentioned some of those recruitments and selection procedure which institution can adopt
for effective candidates on vacant job profile:
External Recruitment: This is one of the effective process in which an organisation organise
the process of hiring through undertaking various process such as application, aptitude test,
interview process etc. HR with the help of manager recruits new candidates along with applying
negotiation and hiring process. Here strengths and weakness:
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 Strength: The major facilty this procedure provides is render new creative and talented
candidate with fresh ideas and thoughts in Woodhill College. This is also effective
process which enhances the quality of organised process. Weakness: This is a very expensive process which is more time consuming, and money
consuming procedure (Budhwar and Debrah eds., 2013). The process is very complicated
and hectic and requires proper induction and training programs for new worker.
Internal Recruitment: It is one of most motivating and stimulating process that enhance
abilities, stimulation and skills of worker. In this process, the organisation promotes and
advertises the process which helps in stimulation the worker. Strengths: This procedure avail proper motivation and stimulation among worker. This is
cost saving procedure that saves the cost of induction and training as the employees are
already familiar with the process and organisational structure. Weakness: The process can lead to demotivation to fellow worker in case of
discrimination and biases at workplace. Also it restrict organisation from entering new
skills, ideas and talent in the company.
Third Party Recruitment: In this approach, the agencies organise the whole process and
helps the company in hiring the required candidates according the requirements of enterprise. Strengths: This is time, effort and money saving process that aid enterprise applicants
according to their requirements.
 Weakness: This is less reliable and lack of secrecy in their company.
TASK 2
P7 HRM practices in a work related context
a) Job advertisement for the role
An organisation organise a whole procedure of recruitments and selection to hire best and
skilled worker. Here the mentioned process for HR requirements:
Job Advertisement:
JOB VACANCY
Position (HR): 1
Topics: Human resource manager
Woodhill college is warmly inviting all candidates for the marvellous opportunities to become
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the team management part of our successful educational institution through applying for the job
vacancy for the human resource manager where one can help company in managing personnel
and present their skills and abilities. Woodhill College is already one of the popular college and
educational institution which is rapidly growing (Brewster and Hegewisch eds., 2017).
Required qualification and skills for HR:
 Master and Diploma in personnel and human resource management.
 Candidate must have at-least 3 year working experience in a reputed organisation.
 Catchy communication and interaction skills
 Management and communication skills
Salary – 20000 to 30000 pounds / month according the experience and qualification of worker.
The applicants who desired to work in such a glorious educational institution can submit their
resume by the end of 31.01.18 on the online website of college i.e.: www.woodhill.com ad
selected candidate would be informed for next interview process.
b) Advertisement Platforms
This is the platform of advertisement which make the reach of communicated message of
organisation higher in order to gain and maximum worker in the company. Woodhill college can
advertisements the job requirements ads on various location which the best is traditional media
such as newspaper, magazines, flyers etc. Social media is new and effective medium to reach
professionals such as LinkedIn, online ads, social media, website etc.
c) Description of Job
1. Basic Information
Name – Peter Parker
Phone no. - 114281475843
E-mail-id – [e-mail]
2. Qualification
MBA Manchester university 90.00%
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BA Manchester university 75.00%
Higher education Trinity school. 82.00%
Secondary education Trinity school 90.00%
3. Individual details:
Father name – William Parker
Mothers name- Lisa Parker
DOB - 28th July 1992
4. Achievement – Worked at Billboard College for three years.
Got 1st prize in international discussion events.
PART 2
TASK 3
a) Advantages of different HRM practices for both the employer and employees
Tesco is one of the largest retailing stores in a company along with a huge employee
group which made the organisation more responsible in regard of the worker development. The
company organise several training and development plan for their improvements in order to
provide them knowledge and skills which will aid them in gaining better services (Chelladurai
and Kerwin, 2017). The organisation aim for more committed and dedicated workplace that can
support organisation in rendering better products and services to consumer.
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There is a basic difference between training and development procedure which is
required to understand before coordinating which activities which is mentioned as below:
Training Development
This process of training is a short period
process.
This is a long term process that aid in
development of worker.
Training is organised for meeting new
requirements and avoiding the employee flaws.
Development comply the proactive approach
which aid the improvements of employee from
basics.
The procedure is required for developing
worker initials.
The development procedure concentrate over
the personnel basic development,
enhancements of knowledge, life-long
learnings which is linked with the human ideas
and conceptual process of worker's
perceptions.
The scope is lesser than development process. This has wide scope.
b) Identification of training needs and methods of training
Tesco is a very well-known organisation which provide quality of workforce which spend
huge amount of their revenues on worker's development and training programs in order to
manage the employee skills and abilities. One of effective manner of seeking the needs of
training is through going the organisational analysis. If Tesco's manager have exact opinions of
enterprise mission, and aims then they can meet the new skills requirements among worker
which can be provided through training help (Guest, 2011). Through personal analysis, each
employee can be meet the mistakes and flaws as well as find the requirements of changes among
themselves. This can also aid in expansion process of Tesco through teaching worker new skills.
Task analysis whereas is another method of analysing the requirement of training in which
manager can understand the need of knowledge and skills that is essential for employee.
There are basically two types of training programs i.e.: Off-the-job Training: In this, organisation manage the programs of training outside the
workplace to render new experiences and brain storming activities along with knowledge.
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 On-the-job Training: In this, organisation organise the training programs within the
company and meet the required process.
Tesco organise both process for meeting the required outcome and enhance the
performance and work quality of their employee from the ground level (Schuler, Jackson and
Tarique, 2011). The higher authorities and senior manager is organising these activities for the
determined worker after evaluation of need of training and development which help in meeting
best outcome.
c) Benefits of training to employers
The employee meet the level of require area of skills and knowledge through organising
the process of training and development among them. This process help Tesco in developing
their worker's performance level and skills which industry enhance the performance of
organisation in marketplace. Through the help of HRM, employer become able to meet the basic
aims and objectives of organisation in most effective and ideal way. Through this, Tesco can
improve and increase their revenues and achieve a better understanding and effective
communication among the company (Glover and et. al., 2011). Tesco can expand their business
through increasing the permanent consumer and satisfaction of clients. Training decrease the
conflicts among worker and teams. This helps in meeting the begetter quality of workplace and
assist enterprise in meeting the competitive edge.
Benefits of training to employees
Worker can improve their basics of knowledge and skills of worker. This helps them in
learning their lifelong learning as well as widen their knowledge criteria in better way. This
increase the employee productivity, enhance their performance level and lead them toward
achievements of their career goals. This is essential to organise training for motivating worker
and growth of them which also aid them in adopting the change in effective way. This aid in
rendering support to untrained employee to suit according to organisation and make them more
familiar within their organisation.
P4
d) Effectiveness of HRM in relation to profit and productivity of organisation
HRM is paramount for continuous growth and development of organisation because the
company is a multinational retailing companies that aid and practices the function of personnel
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management within the enterprise. Human resource departments of the respected enterprise make
certain weather the worker requirements is fulfilled and render them required training from
organisation which can develop the workforce and organisation quality as well. Here is the
analysis of development and training along with other practices of HRM:
Employee Relation: Each organisation want to develop their knowledge and skills so
they can attempt and achieve continuous growth in the career. Tesco is rendering daily training
through using systematic approach to their employee development and stimulating the
organisation to meet higher post through attending required skills and qualities for work-profile
(Hobfoll, 2011). Effective employee retaining result in worker's better performance and enhance
the organisational training along with support the basic benefits and profits of Tesco. The
organisation have observed various disputes and conflicts from few times which have been
decreased through attempting such effective activities by HRM. This present HR's fine
performance in development and expansion of Tesco.
Motivation: When worker understands the organisation's efforts in their betterment more
than the expectation, this motivate them for attending the duties in more idea way. HRM is liable
for worker' s growth. In the organisation, the worker are performing fine activities in a
systematic way the systematic way though organising various activities (Messersmith and et. al.,
2011). The respected company is entering in the new trade which is benefits the company in
expansion of organisation because worker productivity has been enhanced and company have
been able to meet more potential buyer through satisfying their requirements in effective manner.
Retention of Worker: Organisational stability is proportional to the enterprise's benefits.
Understanding the concept, Tesco is promoting the activities such as employee retention in order
to earn the dedication of employee and retain for the work-profile.
PART 3
TASK 4
P5 Significance of employee relation and its impact on HRM decision making
Worker are the major organisation's asset which is the indispnesible part of a company.
The organisation can meet the achievement through managing effective worker relation in the
company. Thus, here is mentioned why ER is paramount for Tesco and aid in effective
productivity and profitability:
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Productive environment of working: The good relation among organisation workplace
help in reducing the work pressure among worker. This avoid disputes and support in meeting
individual and Tesco aims and goals in effective manner.
Loyalty of worker: Resolving issues among worker and increasing the credibility through
concentrating the employee welfare will be another benefits of ER. ITV is very focused in regard
of managing the link between employees and gaining the worker's loyalty and dedication which
lead to low worker turnover.
Productivity: ITV constantly focus over the analysis of response of each individual
worker of organisation as well as undertake the required activities for solving their investigated
basic issues for making workplace of organisation more productive. When personnel do not have
issues with administration and supported by training and development programs within a period
of time, this helps in increasing the productivity along with the enterprise's profitability in
effective way.
Impact of employee relation on Decision-making of Human resource management
The HM function for managing the personnel of organisation to enhance the skills and
work productivity of enterprise as well as worker. Thus, employee relation has direct influence
on the HR's decision-making in an organisation like ITV. Here are some of its influences
mentioned as below: Process of Recruitment: The HRM organise activities of hiring and development in order
to manage an effective and qualified workplace according to the needs and requirements
of enterprise (López-Nicolás and Meroño-Cerdán, 2011). Thus, company organise
effective process of consultation, negotiation and bargaining for proper representation of
enterprise as well as worker.
 Promotion and Increment: Employee relation need promote to freedom of worker at
workplace through rendering individual's fundamental rights. ITV's HR undertakes those
activities such as rewarding, compensation, promotion in order to motivate worker within
a specific period of time.
Also while formatting the guidelines and policies of organisation, the company need to
comply employment laws and legislation according which entire terms of work and ITV
workplace is determined. Thus, this have a huge role in the decision-making of human resource
management of ITV.
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P6 Employment legislation and influences of this on decision making procedure
There are various laws and legislation which a state regulates in order to make the procedure
of function of country and provide the fundamental rights of a country in smooth way. These
regulations should be complied by each and every organisation in order to make proper
functioning of the operation. This not only helps the state in managing their public but also aid in
organisation in managing effective employee relation and quality of their products and services.
Here are some of basic laws which a company needs to follow as a mandatory thing which is
mentioned as below:
Equal Wage Law: This law was made in order to support the equality in their company and
remove biases in regard of wage distribution on the grounds of favourability and other
demographical elements such as race, religion, gender and other factors (How to use social
media in your job search, 2017). This act was first formed for support equal pay to women along
with men in the business sector which is expanded as the wide term. ITV include these laws and
believes in rendering proper wage to each and every worker which has helped organisation in
better quality of work.
Health and Safety Act: This is one of mandatory act which is required to be executed in the
policies and guidelines of an organisation which help a worker in safeguarding their personal
information as well as job security (Rubery and Urwin, 2011). According to the law, a company
have to protect the personal information in order to render them security. ITV consist this as their
basic law in order to make their diverged workers in effective way though protecting their
information and giving them basic security.
Employment Equality Law: According to this legislation, worker have right to be treated
equally in their organisation which should not be biased on the grounds of any gender, race and
other factor. This was a replacement of race relation act. ITV follow this law and comply the
employment diversity in their workplace in order to support each and every worker.
Disability Discrimination Act: ITV decision making have been affected while finalising the
guidelines and terms of organisation. This act was enacted by Parliaments of United Kingdom in
order to support better and effective treatments to employee in order to support their fundamental
rights and feel equal as the common person.
Thus, such legislation can make proper and effective decision making of organisation like
ITV which is very impressive and effective (Sparrow, Brewster and Chung, 2016). This support
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ITV’s better employee working efficiency which is helping organisation meeting the higher
achievements and cultural values.
CONCLUSION
In this report it can be summon that human resource management is indispensible part of an
organisation in order to operate the personnel and organisational activities in ideal way. This
helps in managing and enhancing the enterprise efficiency. HR aid in planning, organising,
coordinating and staffing various activities along with managing employee relations in a
company. This also states that the employee relation affects the decision making activities in an
organisation. It is very crucial for a firm to comply the policies and regulation which is made and
regulated by government of a nation in a country in order to maintain proper operation
functioning.
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REFERENCES
Books and Journals
Berman, E. M. and et. al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
Batt, R. and Colvin, A. J., 2011. An employment systems approach to turnover: Human
resources practices, quits, dismissals, and performance. Academy of management
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Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Budhwar, P. S. and Debrah, Y. A. eds., 2013. Human resource management in developing
countries. Routledge.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Glover, W. J. and et. al., 2011. Critical success factors for the sustainability of Kaizen event
human resource outcomes: An empirical study. International Journal of Production
Economics. 132(2). pp.197-213.
Hobfoll, S. E., 2011. Conservation of resource caravans and engaged settings. Journal of
occupational and organizational psychology. 84(1). pp.116-122.
Messersmith, J. G. and et. al., 2011. Unlocking the black box: exploring the link between high-
performance work systems and performance. Journal of Applied Psychology. 96(6).
pp.1105.
López-Nicolás, C. and Meroño-Cerdán, Á. L., 2011. Strategic knowledge management,
innovation and performance. International journal of information management. 31(6).
pp.502-509.
Rubery, J. and Urwin, P., 2011. Bringing the employer back in: why social care needs a standard
employment relationship. Human Resource Management Journal. 21(2). pp.122-137.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Schuler, R. S., Jackson, S. E. and Tarique, I., 2011. Global talent management and global talent
challenges: Strategic opportunities for IHRM. Journal of World Business. 46(4).
pp.506-516.
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through:<https://jobs.theguardian.com/article/how-to-use-social-media-in-your-job-
search/>.
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