HRM Report: Workforce Planning, Recruitment, and Employee Development

This report provides a comprehensive overview of Human Resource Management (HRM) practices, focusing on key areas such as recruitment and selection, employee performance, development, and factors that influence HR decisions. The report begins by examining workforce planning and the roles of HR in this process, followed by an analysis of the pros and cons of various recruitment and selection methods, including internal and external processes, and the role of HRM in providing skills and talent. The report then delves into employee performance, development, and reward systems, differentiating between training and development, identifying training needs, and evaluating the effectiveness of training methods. Furthermore, the report explores the importance of maintaining effective relationships with employees and the influence of employment legislation on HR decisions, using case studies of Woodhill College and ITV to illustrate the practical application of HRM principles. The report concludes with a summary of key findings and recommendations for improving HRM practices.

Human Resource Management
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Table of Contents
Introduction......................................................................................................................................4
Part 1 recruitment and selection......................................................................................................4
Task 1...............................................................................................................................................4
a) Role of workforce planning and role of HR in workforce planning........................................4
b) Pros and cons of recruitment and selection.............................................................................4
c) Role of HRM in providing skills and talent.............................................................................5
d) Evaluation on the influence of recruitment and selection process..........................................5
e) Different approaches of recruitment and selection..................................................................6
Task 2 Application...........................................................................................................................7
a) Job advertisement.....................................................................................................................7
b) Platform of advertisement........................................................................................................8
c) Job description and person description....................................................................................8
Rationale for chosen platform of advertisement..........................................................................8
Part 2 employee performance, development and reward.................................................................8
Task 3...............................................................................................................................................8
a) Difference between training and development........................................................................8
b) Identification of training needs in Tesco.................................................................................9
c) Training and development benefits in Tesco...........................................................................9
d) Effectiveness of training in Tesco.........................................................................................10
Methods of employee development and its pros and cons in Tesco..........................................10
HRM practices of Tesco............................................................................................................10
Part 3 Factors that influence HR decisions....................................................................................11
Task 4.............................................................................................................................................11
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A) Importance of maintaining effective relationship with employees at ITV...........................11
B) Employment legislation influence on hr decisions...............................................................11
c) Aspects of employment legislation and employee relation management..............................12
Key elements of employment legislations..............................................................................12
d) HRM application practices in ITV........................................................................................12
Conclusion.....................................................................................................................................13
Reference List................................................................................................................................14
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Introduction
Human resource management is considered as the management of individuals and staff in an
organisation, in order to maintain efficiency and effectiveness of the organisation. Human
resource management of an organisation helps to implement employees and staffs of high skills,
through recruitment process. On the other hand, apart from the management of employees in
organisation, human resource management helps to influence the organisational performance
through their decision making skills.
This discourse demonstrates the concept of workforce planning with reference to different roles
and responsibilities of HR. In addition to that, this critique highlights the strength and weakness
of recruitment and selection in context of the HRM practices, with reference to training and
development strategies. On the other hand, this course study highlights on the significance of
maintaining effective relationship in the organisation, with reference to the employment
legislation and human resource strategies.
Part 1 recruitment and selection
Task 1
a) Role of workforce planning and role of HR in workforce planning.
Proper workforce planning can help Woodhill College to maintain their working planning based
on aligning with the organisational aim and objective. As in the Woodhill College, recruitment of
teacher is being processed, which needs to be aligned with proper human resource and workforce
planning.
Human resource management in the Woodhill College needs to develop the skills and knowledge
based on the requirement of teacher, which can help to maintain proper workforce practices, with
reference to gaining of organisational aims and objectives. As Armstrong and Taylor (2014,
p.65) has commented that, human resource management can help to identify proper skilled
individuals who will be capable for a particular employment designation. In addition to that, in
Woodhill college, proper workforce planning can help to gain efficient teachers in the college
and thus to meet the concerned objectives of college.
The workforce planning of any organisations is highly crucial for the proper execution of the
organisational operations that are required for the achievement of the organisational objectives of
any company. A strong and effective administration and management of the human resources is
highly required for the organisation so as to make the different departments along with the
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members of the different teams well integrated, well communicated and cooperative enough so
as to drive towards the achievement of the target. This requires strategic planning, tools and
programs as well. This will help the HRM to make the work force operate in a more systematic
way which will make the chances of error less in owing to proper communication.
b) Pros and cons of recruitment and selection
In terms of recruitment and selection of the individuals for an organisation, different techniques
and processes can be approached. In the view of Brewster and Hegewisch (2017, p.87), internal
and external sourcing, interview process, sourcing from third party and advertisements on
employments are the different recruitment and selection process, which can be approached.
However, each of the approaches possesses some advantages and disadvantages.
Internal process:
Internal process of recruitment and selection are done based on recruitment of an employee from
the same organisation for another designation. This process might have an advantage of cost
saving method and providing career growth opportunity for the employees. However, internal
selection and recruitment process might not possess different choices for high skilled employees
as from the external recruitment.
Advantages:
 Lower costs
 Proper information about the candidate
Disadvantages:
 Creating conflict amongst the colleagues
 limited choices
 need to hire someone for the replacement
External Process:
A the Woodhill college selects usual process of selection using the approach of submission of cv
and interview, the college might not reach to the potential skilled teacher, which can help them to
gain organisational goals and objectives. In order to gain an advantage of highly skilled
employee, Woodhill college can approach the online recruitment advertisement, which can help
them to reach to a large profiles of candidates and thus to maintain their workforce.
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Advantages:
 Huge availability of the skilled employees
 More options to choose from and identify the best potential for the organisation.
 Fresher skills and input
 Better competition
Disadvantages:
 Higher risk since the enmoployees has less knowledge about the company.
 Time consuming
 More costly
 Often issues of maladjustments
c) Role of HRM in providing skills and talent
As the human resource management department of an organisation helps to maintain and manage
employees, thus it can help the organisation in their selection and recruitment process. In the
opinion of Breaugh (2017, p.15), approaching proper strategy for the recruitment process, with
reference to considering organisational goals and objectives in the selection process of
candidates can help the organisation to gain potential employees. In terms of Woodhill, the
human resource management can consider the concerned skills and capabilities while
approaching different selection methods, such as face-to-face interview and other methods.
In addition to that, the human resource management needs to have proper communicational skills
and effective capabilities, which can help to identify the potential teachers which can be matched
up with the requirements of college.
d) Evaluation on the influence of recruitment and selection process
Approaching different recruitment and selection process can help the organisation in different
manner. Other than the internal recruitment, external recruitment is another approach, which can
be implemented by the human resource management of the Woodhill College. In the opinion of
Renwick et al. (2013, p.12), the external recruitment and selection process refers to the approach
of selection of candidates through different external recruitment tools, such as newspapers,
publications and announcements of job board.
In terms of the external recourse of selection and recruitment process, the organisation can have
a large profile and candidates from different fields and different skills, which will not be limited
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to the internal employees. On the other hand, the major disadvantage of external recruitment is
the expenses on advertisement. As it is necessary to advertise the concerned designation and
related skills to apply for a candidate, thus it will be expensive for the organisation. Moreover,
the external recruitment process is time taking.
e) Different approaches of recruitment and selection.
Other than the internal and external recruitment processes, sourcing from the third party can be
approached by the Woodhill College, in order to gain capable teacher for their organisation. In
the opinion of Beardwell and Thompson (2014, p.29), approach of third party in order to select
and recruit a candidate, the organisations use recruitment agencies, which helps them to filter the
candidates based on the criterion and eligibility features of the candidates. Woodhill College can
approach the third party process for recruitment and selection in order to save their time and thus
to gain potential teacher for the organisation.
However, on the other hand the process of selection of candidates based on the third party or
agency strategy might not help in terms of proper evaluation of candidates based on the required
skills and knowledge. However, Woodhill College can gain large candidates matching to the
skills of required teachers through approaching third party recruitment agencies.
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Task 2 Application
a) Job advertisement
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Job Vacancy
Teachers Required
A reputed organisation of Woodhill College, UK requires teachers for the organisation in
order to serve for the community and educational field upliftment.
Public Relation Teacher (Male/Female)
Age: 24-50 Years
Qualification: Msc. in media science/PhD/ Experience in Advertisement field with an
experience of 1 year in teaching
Or B.ED/ M.A
Candidates may send their curriculum vitae through mail at the given email-id or can contact
directly to the office address. In case of any query regarding the job, the candidates may
contact on 022342699. The application form for the required designation is available on
official portal and candidates needs to apply before 1 January 2017.
E-mail: woodhillhr@gmail
Address: 27/a, Woodhill College,
Dove, UK

b) Platform of advertisement
The concerned platform for the teacher’s recruitment in Woodhill college will approached using
the website portal, television news and social media. The concerned advertisement 3ill be
delivered to the potential candidates through official website of the Woodhill college, where the
candidates can access advertisements and application form in the official notifications. On the
other hand, the advertisements will be delivered to the candidates through the television
advertisements, where different channels will be approached in order to show the advertisements.
c) Job description and person description
The Woodhill College will recruit teacher of public relation, in terms of providing educational
upliftment for the students of college. Basically the candidate needs to have Msc./PhD/ B.Ed
degree with an experience of 1 year in the teaching and educational field. The candidates can
gain a salary of $250, with facility of accommodation. In addition to that, the candidates need to
have effective communication skills and confidence in them in order to deliver their knowledge
to the students in depth manner. On the other hand, the candidates needs to have problem -
solving skills in order to resolve the possible conflicts in the college.
Rationale for chosen platform of advertisement
In order to advertise the recruitment of teacher in the Woodhill College, social media, newspaper
and television advertisements have been chosen. In terms of the new media, the concerned job
advertisement can be delivered to a large number of candidates, and thus can be shared with
other individuals also. In the view of Yaseen (2016, p.82), social media are widely used medium,
where different information can be gained and shared. Thus, it can help in effective delivery of
advertisement to the potential candidates. On the other hand, television advertisement and
newspaper advertisements can help to gain more referrals in terms of the job requirements.
The illustration of the HRM practises in Tesco is highly required that is going to help the
organisation is implementing the HRM strategies. The selection process that is done by the HRM
of the company is going to provide the employer the best potential for the benefit of the
organisation. The reward system within the performance appraisal system is going to enhance the
performance of the employees. An environment of healthy competition will prevail within the
organisation which is going to enhance the productivity of the employees thus giving the
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company the best out of the human resource. To conclude, the organisation is going to have the
most skilled employees for the execution of the strategies required for the achievement of the
targets for success and sustainability.
Part 2 employee performance, development and reward
Task 3
a) Difference between training and development
In the opinion of Dlaza and Chinyamurindi (2017, p.2), training and development in the human
resource management, helps to enhance the skills and abilities of the employee in order to deliver
effective tasks and works, with reference to organisational performance. Trainings can help the
individuals or the employee in order to deliver concerned knowledge to the employees in a
critical manner. On the other hand, as Mishra et al. (2014, p.194) has commented that,
development of the employees relies on the gaining of knowledge from the training and other
critical knowledge which helps them to possess different roles and responsibility in the
organisation and thus enhances their performance and abilities.
In addition to that, training helps the employee to gain knowledge from involving in different
programs, seminars and other classes. However, on the other hand, as Goetsch and Davis (2014,
p.19) has stated that, development in an employee's relied on the practical knowledge and
experience which helps to gradually enhance their capabilities and performance.
b) Identification of training needs in Tesco
In order to enhance the organisational development of Tesco, proper training needs to be
delivered to the employees of the organisation. As the motto of Tesco relies on the retention of
their old customers and acquiring the new customers, thus, proper market trend needs need to be
identified, which can help Tesco to identify the current market trends and requirements of the
customers.
On the other hand, delivering the requirements and needs of their customers to their employees
in a concrete manner can help them to understand the required concerns. In addition to that,
personal development program can be approached by all the employees who can help to identify
the development and training needs of them. In the opinion of Alfes et al. (2013, p.842), identify
barriers and development needs can help to acquire proper and concrete knowledge based on the
training and thus can help to enhance the performance level of employee and as well as for the
organisation.
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In addition to that, Tesco can help their employees to delivering training on the communicational
skills and behavioural skills, in order to gain customer retention and loyalty through effective
behaviour and communication. Moreover, the productivity of the organisation will be heightened
that will beneficial in terms of increase in the revenues of the company.
c) Training and development benefits in Tesco
Delivering proper training to the employees of the Tesco can help them to develop in a proper
manner. On the other hand, as Giauque et al. (2013, p.137) has stated that, delivering proper
training to the employs of an organisation can help them to understand the mechanism of work in
a concrete manner and thus to deliver efficiency and effectiveness while delivering the tasks and
works.
In addition to that, proper training can help the employees of Tesco to develop their skills and
knowledge and thus can help them to maintain different roles and responsibilities in the
organisation. Proper knowledge and skills can help the employees to deliver quality work and
jobs, which can help Tesco to gain customer satisfaction and brand loyalty. Thus,
implementation of training programs in Tesco can help to develop the skills and abilities of their
employee in a proper manner and thus influence the organisational performance indirectly.
d) Effectiveness of training in Tesco
Proper training in Tesco can help their employees to enhance their skills and knowledge, which
can help them to maintain flexibility in their tasks and works. In addition to that, as Sani and
Maharani (2015, p.187) have commented that, training in an organisation to the employees can
help to gain an advantage of high productivity and revenue. As training of employees can help
the employees to deliver their roles and responsibility in a qualitative manner, thus, it can help
the customers to gain satisfaction. In the view of Shaw et al. (2013, p.576), gaining of proper
customer satisfaction by the employees can help to maintain brand loyalty and retention. On the
other hand, proper brand retention and loyalty can help Tesco to gain competitive advantage and
thus a strong brand image in the marketplace.
Thus, training delivery in Tesco can help them to enhance their organisational performance and
productivity in a positive manner.
Methods of employee development and its pros and cons in Tesco
In order to develop the employees of Tesco, the organisation follows following methods:
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On-Job training - On job training are delivered to the employees in order to gain practical
knowledge and thus to gain development. In the view of Chowhan (2016, p.119), on-job training
can help to quick learning of the employees. However, it takes a lot of time, as the employees
needs to be explained in order to understand the project.
Off-job training - in terms of the off-job training, the employees are delivered with the training
programs, such as shadow, mentoring, coaching and job rotation.
Shadow training helps the Tesco employees to gain knowledge through showing of tasks from
another employee. On the other hand, mentoring helps the employees to gain knowledge from
experienced employees. However, improper or ineffective communication might lead the
employee development towards negative curve.
HRM practices of Tesco
In relation to training, development and flexible practices of HRM at Tesco, the organisation
provides proper training and development programs to their employees. In addition to that, Tesco
helps their employees to encourage through approaching different employee motivation, such as
incentives, appreciation and rewards.
On the other hand, the Tesco provides effective communicational training to their employees
which helps them to maintain proper flow of information and thus to gain quality works and
tasks. In addition to that, application of proper human resource management in Tesco helps the
organisation to gain efficient management of employees within an organisation with approaching
proper skills and development, with practical knowledge.
Part 3 Factors that influence HR decisions
Task 4
A) Importance of maintaining effective relationship with employees at ITV
It is very evident that ITV has been exceedingly successful business entity in terms of business
benefits. It has wound up overcoming various issues that influenced the smooth working of the
organisation. These issues even set the organization at the stake of its survival. This aspect has
established the benefit of analysing employee relation in ITV. There is a great availability of
employees those are bearing the wages of destitution. It is also reflective that ITV additionally
does not have a decent record being followed concerning maintaining the privileges of trade
union. As per current scenario, ITV is maintaining intranet options to establish regular
communications, but it is also important to provide a space to place opinions.
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The responsible heads and the workers hold the opportunity for the development of gatherings
and investigating their perspectives. Therefore, ITV needs to provide such opportunities that
employees can explore their opinions regarding work-experience and other issues.
B) Employment legislation influence on hr decisions
The employment legislation of a particular country is potential to impact the Hr decisions of the
organizations of that particular country. The laws and acts formed to safeguard the rights of the
employees put various types of barriers on the employers’ to resist them from practicing any
unethical and anti employee rules over the employees. The various law of UK regarding the
employment impact the HR decisions of ITV in different ways. There are aspects like employees
recruitment; employee salary and employee leave regulations that are decided by the HR
department of the entity.
Legislations like National Minimum Wage Act 1998 regulate the activities of the HR of ITV
through setting up specific regulations related to the salary provided to the employees
(legislation.gov.uk, 1998). On the other hand, legislation like Working Tome Regulations 1998
influences the HR decisions regarding the working hour of the employees. On the other hand
Employment Rights Act 1996 and Pensions Act 2008 influence the HR decisions of the company
in terms of allocating rights to the employees and deciding over their after retirement facilities
(legislation.gov.uk, 1996).
c) Aspects of employment legislation and employee relation management
Key elements of employment legislations
Different employee legislations have impacted the HR decision of an organisation through some
distinct aspects. These aspects are also potential to affect the HR decision of the organisation
ITV. Anti discrimination is one of the most significant aspects of the employment related laws.
This bars the recruitment process and policy of the company from adopting any discriminating
recruitment and selection. The wage and hour related legislations are governing the remuneration
of an employee of ITV. Thanks to these acts, the organisation is abounding to pay the employees
in a fair and proper way. Leave provisions is another important aspect for the employment
legislations of the UK. Laws restrict the organizations from exercising any norm that harms the
right of the employees to take leaves.
All these aspects are vital to monitor as these are efficiently impacting the HR policies of the
concerned organisation ITV. The different processes and policies adopted by the company to
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gather employee feedback are result of the regulations placed by all these Acts and the
willingness of the company to practice those in a proper way (Bal and Dorenbosch, 2015, p.56)
d) HRM application practices in ITV
While most firms have a HR or faculty office that creates and actualizes HRM rehearses, duty
lies with both HR experts and employee groups. The interchange amongst chiefs and HR experts
prompts viable HRM rehearses. For an example, ITV needs to consider execution evaluations
and they can set objectives to gauge the same. The accomplishment of ITV's execution
evaluation framework relies upon the capacity of the two gatherings to carry out their
occupations accurately.
HR experts commonly accept the accompanying four zones of obligation: setting up HRM
strategies and techniques, creating/picking HRM strategies, checking/assessing HRM hones, and
exhorting/helping chiefs on HRM-related issues. For instance, HR experts may choose that the
determination procedure incorporate having all hopefuls
(1) To perform recruitment process
(2) To exhibit required efforts for interview and selection
(3) To follow regular training and support process for satisfactory outcomes
All of these are the basic applications of HRM that ITV may experience best employee
relationship along with improved performance appraisals. However, it is not possible for all the
time to make surveillance on employee groups, but a well organised recruitment and training
efforts can reduce all such dilemmas (Sheehan et al. 2016, p.168).
Conclusion
Human resource management helps an organisation to provide employees with proper skills and
knowledge, which can indirectly enhance the performance of organisation. In addition to that,
proper training and development needs need to be identified in an organisation, which can help
to enhance productivity and organisational performance. Approaching proper training procedures
can help the employees to gain concrete knowledge and understanding of the works and tasks.
However, communication needs to be effective in terms of enhancing the skills and knowledge
of employees. In addition to that, employment regulations need to be implemented in
organisation. On the other hand, management of human resource can help to recruit and select
proper employees and strategies, which can help the organisations to maintain their position.
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