Human Resources Management Report: HRM Practices and Evaluation

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on the purpose, functions, and implementation of HRM within organizations. The report delves into recruitment and selection approaches, evaluating their strengths and weaknesses, and examines the importance of employee relations and employment legislation. Case studies of Woodhill College, TESCO, and ITV are used to illustrate HRM concepts, including training and development methods, the effectiveness of HRM practices in raising profit and productivity, and the impact of employee relations on decision-making. The report also explores the differences between training and development, determination of training needs, and benefits of a systematic approach. The evaluation of HRM practices at TESCO and ITV are also included.

Human Resources
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions of Human resource management..................................................1
P2 Recruitment and selection approaches along with their strengths and weaknesses..........3
M1 Uses of functions of Human resource management practices.........................................4
M2 Strengths and weaknesses of different approaches..........................................................5
D1 Critically evaluation of strengths and weaknesses of different approaches.....................5
TASK 2............................................................................................................................................6
P7 Implementation of HRM practices in context of organization..........................................6
M5 Provide rationale of selection of platform considering technology impact.....................7
TASK 3............................................................................................................................................7
P3 (a) Difference between training and development............................................................7
(b) Determination of training needs with various methods of training..................................8
(c) Benefits for TESCO and the employees in having a systematic approach.....................10
P4 Effectiveness of various HRM practices in terms of raising profit and productivity.....10
M3 Different method used by TESCO in terms of developing their employee's.................11
D2 Evaluation of TESCO's HRM practices.........................................................................11
TASK 4..........................................................................................................................................12
P5 Importance of employee relation in context of HRM decision making..........................12
P6 Key elements of employment legislations and its impact on HRM decision making.....13
M4 Key aspects of employee relations in management and employee legislations.............13
D3 Evaluation of employee relations and applications of HRM practices is ITV...............14
CONCLUSION.............................................................................................................................14
REFERENCES .............................................................................................................................15

INTRODUCTION
Human resource management plays an important role in every single organisation.
Recruiting best candidates, giving training to individuals and other type of responsibilities that
are related to enhancement of productivity and profitability of the organisation. This concept was
found and approximately every company started to adapt this kind of management from the year
of 1960. In today's world, it is HR managers duty to give proper environment to employees at
workplace and give make policies which are in favour of them. This part motivates subordinates
and increases their performance. Staff members are said to be an asset of corporations. So, it is
necessary to keep on taking care of them (Cascio,2018). A firms image totally depends in the
marketplace by its employees. Also, employment legislations needs to be taken care
appropriately, as this may aid to both employer and labour. To find out the recruiting process and
what are the strengths and weaknesses organisation face here Woodhill college has been taken to
understand it properly. On the other hand, ITV and TESCO factors has also been included to
which are related to HRM practices.
TASK 1
P1 Purpose and functions of Human resource management
Corporations keep on enhancing skills and knowledge of its manpower in various ways.
This helps in increasing their productivity and interest towards goals and objectives that has been
set by the company. Talented staff members aid in achieving targets in a short period of time
which ultimately maximises the profit. To improve every individual, HR managers can organise
training and developing programmes. It could be of both on the job training and off the job
training session.
To maintaining business properly, this management of Woodhill college keep on trying
to fill the vacant seats by taking interviews and etcetera. But, it is also essential for authorities to
find the right person for correct job. Depending on the job profile it is HR manager who finds
best candidate which is meeting qualifications that are required for that job. In this context,
management is finding members which can fulfil needs of students who are studying in woohill
college (Armstrong, and Taylor, 2014). Here, to understand this some functions are given below:
Planning: This part can be stated as one of the main part where seniors or managers
plans like how they can achieve desired goals. There are many tools and techniques which can be
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used by supervisors to do so. Planning gives an overview to authorities and then they keep on
running on their plan that has been made. By this, they can attain targets that has been fixed by
organisation.
Staffing and Organizing: Second step here, is the one where managers find out how
many seats are blank in Woodhill college. Then try to fill them in a appropriate timely manner so
that selected candidates can set themselves in the organisation very quickly. Under this part,
interviews can be conducted in both the ways like on the call or face to face. This totally depend
on the manager and the applicants.
Employee benefit: In today's world, motivation to employees of the company has become
main source. By this, organisations can achieve desired goals with efficiency. It can be covered
by providing compensation to staff members and bonuses according to their responsibilities that
they have in the firm. HR manager should also keep on making policies which are related to well
being of every individual in the corporation (Bratton and Gold, 2012).
Training & Development: One of the major role this function plays under an
organisation. Training and development programmes needs to be organised by HR managers
from time to time. This supports employees by enhancing their skills and knowledge. Also, these
sessions if an individual take and understand it, this may aid in increasing productivity and also
make them efficient and effective.
Employee Relations: Another part which can put an impact on goodwill and on brand
image in front of the outside world. To keep on enhancing business in an appropriate manner it is
must for HR managers to maintain healthy relations in between employer and employees. This
may remove conflicts in between them. Also, it helps in sharing issues that subordinates are
facing at workplace. Then it is supervisors responsibility to resolve those issues as soon as
possible so that it won't affect productivity.
Apart from this, there are some other duties also of HR managers and these are as
follows: Policies: Healthy and positive environment is important for employees at the working
area. Here, HR managers should keep on making policies and also modifying them from
time to time. This helps in keeping staff members interest at their jobs (Brewster and
Hegewisch, 2017).
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 Motivation to employees: It is duty of HR managers to keep on motivating employees by
giving compensation to them or bonuses. Manpower can get motivated in two terms. First
is money and another one is emotionally. Supervisors should have quality to identify
what exactly labour is asking for (Schermerhorn and et. al., 2014). Communication gap: Supervisors, leaders, managers should keep on making friendly
environment and communicating with staff members. This helps in reducing conflicts and
also future risks. To make better decisions it is necessary to have words with employees
or take feedbacks from them.
 Enhancement of efficiency & effectiveness: T&D programmes are the main source here.
These sessions that can be organised by managers helps in enhancing or increasing
productivity of every individual in the organisation.
P2 Recruitment and selection approaches along with their strengths and weaknesses
To select best candidates which are appropriate for vacant seats, managers have so many
methods to do so. Also, every single method has its strengths and weaknesses. It is depending on
the managers which method will fit according to the requirement. By doing this, organisational
management can bring new talents in the company. These selected applicants may help in
achieving goals in set time frame. It is basic need of every company to enhance its business
regularly. Woodhill college have vacant seats and administrators of the college are searching for
new talents to fill these seats. Different methods here Woodhill college can use with some
advantages and disadvantages and these are as follows:
Internal sources: This method can be used by any organisation. Promoting or
transferring employees who are already a part of the company can be stated as an internal source
of recruitment. It is HR managers duty to find responsible candidate who is perfectly ready to
grab the vacant seat. This can be done by keep on analysing productivity of every individual and
promote or transfer upon their performances (Daley, 2012). This type of recruiting process do
not cost much to firm. Some advantages and disadvantages under this are mentioned below:
Advantages Disadvantages
 Motivation to that individual who got
promoted or transferred. Also, helps in
motivating others as well and enhances
 Deficiency of new innovative minds
because the worker which was already
working with the company and will
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their productivity.
 It may cost low as there is nothing has
been organised like interviews and
etcetera.
 Helps in enhancing or improving
loyalty and interest as well towards the
company.
 Aid in attainments of targets in timely
manner.
work with same sort of mind only.
 Employees who are of same experience
may ask questions to supervisors and in
this case conflicts can get arise.'
 May reduce interests of other
employees of same designation who
don't got promoted.
External sources: Most of the organisations uses this kind of method. Under this, HR
managers of company organise or conduct interviews for applicants (Alfesand et. al., 2013).
They have to be really very careful here because the selected candidates should be properly
qualified that are fulfilling job requirements. Here, in Woodhill college authorities can fill blank
positions by new talents. These new minds can bring so many innovative ideas and etcetera
which helps in expanding business or improve environment at workplace. This kind of recruiting
process have some advantages and disadvantages which are as follows:
Advantages Disadvantages
 External sources brings new talents and
new ideas which may help in enhancing
business in marketplace.
 Managers have so many opportunities
to select the best one among all
applicants.
 Profitability and productivity can get
enhanced of Woodhill college by these
new talents.
 This type of recruitment may cost much
to the company. Like, conduction of
interviews and over view of the
company to selected candidates at the
day of joining and etcetera.
 Time consuming process.
 Also, stops expansion of staff members
who are already working in the
organisation.
M1 Uses of functions of Human resource management practices
It is became an essential process for organisations to have talented mind in the company.
To completely achieve this, it is HR managers responsibility to recruit people who have immense
of talent in their own (Kehoeand Wright, 2013). Supervisors of Woodhill college should also
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follow same kind of process to find the best candidates for vacant job. There is a scenarios to
accomplish this and it is stated below: Planning: In today's world nothing can be done without making a proper plan if someone
wants to achieve the desired goals. Woodhill college's HR managers made plans by
which they can select talents from outside the world. Staffing: This can be stated as second positional process after planning. Here, managers
have to give assign jobs to new candidates who have been selected. This is a very crucial
part as supervisors should assign job according to individuals talent. Benefits to staff members: Here policies and other things which can be organised by
manager may help in giving appropriate atmosphere to employees depending on their
needs (Demoand et. al., 2012).
 Training and Development: Training sessions may help employees to enhance skills and
knowledge of their own. This helps in improving their productivity at workplace.
M2 Strengths and weaknesses of different approaches
Woodhill college have two ways, by which it can fill blank seats and also the approaches
has many strengths and weaknesses. The two sources are internal factor and external factor.
Every organisation fill their seats that are blank depending on the requirements. Internal can be
stated as person got promoted or transferred to a higher level. This gives motivation to them and
also it is less cost consuming process.
External factor is one of the famous among all of the approaches. This helps in bringing
new talented minds in the organisation but it is a cost consuming process. Both of them takes
corporations to achieve goals that has been set by them.
D1 Critically evaluation of strengths and weaknesses of different approaches
According to Jiangand and et. al. (2012), both of the internal and external source may
help organisations in different ways at the time of recruiting. It depends on requirements of
companies. It is managers of the firms have the duties to analyse the sources that they have and
try to fill the blank positions. Under this, supervisors have opportunities to select the best
candidate from so many applicants. Every single approach has some positive and negative points
which needs to be taken care by management.
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TASK 2
P7 Implementation of HRM practices in context of organization
In today's world authorities are using different advertisement of jobs in grabbing attention
of outside world and that has been mentioned below:
JOB VACANCY
Vacant seats (Teaching): 4
Subject: Administration of marketing
Woodhill college is said to be one of the highest ranked college in United Kingdom. They are
providing opportunities to public and offering jobs which have the designation as lecturer.
Authorities are going to conduct interviews for the applicants very shortly.
Needed essentials: Master in management of Marketing. Minimum Three years of experience is compulsory.
Package: In between 150000 to 250000 per annum.
Any individual can apply if above mentioned things the person already have. 28, February will
be the last for registrations. Willing personalities may send their documentation on
[e-mail].
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Woodhill college is going to give this advertisements in both on paper (newspaper) and online on
www.monster.com.
Job specification is being mentioned beneath regarding this job:
JOB DESCRIPTION
Job details: Applicant which just became a lecturer must have idol personality. Selected
member should have proper knowledge how to handle students and give them education that
enhance their skills and knowledge.
Candidate will be doing on the job: Responsibilities of finishing marketing books related subject. Strict and responsible. Minimum three years of experience.
Requirements:
 Management courses.
 Good English speaking skills with little bit of French and Spanish.
M5 Provide rationale of selection of platform considering technology impact
Organisations set goals which they want to achieve as soon as possible. For doing this,
they need to have skilful manpower. To make manpower talented managers gives them training
related to their jobs (Renwick, Redman and Maguire, 2013). Also, managers organise interviews
where they select best candidates. These interviews can be done on both face to face and through
webcams as well. Nowadays, technologies are taking place highly in these kind of approaches.
TASK 3
P3 (a) Difference between training and development
Training and development is a fundamental need of every company as this assists in the
achievement of firm's target in limited period of time in an effective way. Training and
developments are two different things and work one after the other for example training program
provides development of personality of employees that ultimately leads in hitting corporation’s
target that is maximization of profit. It is a basic objective of human resource manager that they
always monitor performance of their workforce and provide them skill enhancement programme
if needed (Mitchell, Obeidat and Bray, 2013). This talent improvement event provides
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knowledge regarding work by which performance of organization could be improved. For
accomplishment of this task, management uses different terms that are stated as below:
Development Training
 It is a compulsion for each and every
firm whether it is a small or big for skill
enhancement of manpower.
 Development of each and every
individual employee is necessary as it
leads to long term success of TESCO.
 Company initiates this function for
attaining goals in set span of time and it
does not belong to the learning process.
 To enlarge talent points in workers,
TESCO needs to identify the weak
areas of manpower and should work for
their improvement in an appropriate
way that must be cost effective.
 Training is known as a learning process
that managers of selected corporation
done for skill improvement of their
workers (Buller and McEvoy, 2012).
 Human resource team of TESCO uses
this function to increase the capabilities
and specialization of workforce that
they could face future challenges
effectively.
(b) Determination of training needs with various methods of training
For making working of employees efficient more than their qualities, it is a responsibility
of supervisors that they conduct training program as this function plays a vital role in
association's success in large venture like TESCO. Training event makes workforce future ready
that means employees have become task friendly and they do not hesitate in accepting the
challenges because they start enjoying their work by getting knowledge related with their work
and this action brings sustainable growth of firm. It is hard for manpower to perform those tasks
that is not understandable for them and they need more knowledge and information about them.
It is a compulsion for management team that they understand training needs and fulfil them as
per the requirement ( Jiang and et. al., 2012). There are different kinds of tools and techniques
that an organization can adopt to conduct skill enhancement function that is stated as below: Off-the-job training method: This heading includes that management provides training
to their employees when they are off duty and do not perform any business operations. It
is a more profitable method than on-the-job training as workers can learn things with free
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mind because at the time of training program they would have not engaged in their
operations. TESCO uses this type of training function and conduct skill enhancement
event when employees are not performing their task at workplace.
 On-the-job training method: It is a technique of training that includes timing of event
conduction and usually run at that time when workers are performing their business
activities at their office. Main purpose of this kind of skill enhancement program is that it
reduces the cost of process involved as company launches this method at the time of
actual working and they do not need to introduce any other additional process (Tang and
Tang, 2012). Spearhead determines the desire of talent improvement and work according
to that requirement.
Illustration 1: Training Methods
(Source: Difference between on the job and off the job training, 2018)
There are several methods which can be used by Human Resource Manager to identify
the training needs of staff members and these are described as beneath: Meetings – To introduce various plans and strategies, HR supervisors of TESCO have to
analyse the overall working of their junior executives and they can convey analysed
strengths and weaknesses of employees at the time of meeting.
 Employees Feedback - To recognise those places that are not more profitable for the
firm, managers invite feedbacks from their junior members and provide perfect working
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environment as per their needs and with help of these feedbacks, workers will be able in
efficiently accomplishment of their business operations (Bloom and et. al., 2012).
(c) Benefits for TESCO and the employees in having a systematic approach
Every company recognizes appropriate approaches of training and development for their
employees that will bring higher profitability level in the corporation. When personnel get
training and start working in an efficient way, this becomes more beneficial for individual as
well as association also. Basic need of T&D program is that it provides specialized skills to
employees and make them future ready as well as generate confidence in them that reduces
hesitation of accepting a difficult task. TESCO provides skill enhancement and development
program to their staff members in a way that leads efficient working and attainment of objectives
in set duration and this brings leading position of corporation in industry. This type of action is
also helpful in expanding the business of association.
Benefits to employer Benefits to employees
 If training program is introduced in the
organization properly and if workers
get all aspects of this event correctly
and effectively, this increases
profitability of TESCO.
 Proper talent improvement improvises
the goodwill of organization in front of
customers.
 Effective T&D function creates
competition amongst employees that
will ultimately help in the achievement
of more targets (Chuang, Chen and
Chuang, 2013).
 This function motivates the workers for
e.g. if they get training related to their
task, manpower will start working in an
efficient manner that will improvise
organization's productivity.
 Adequate skill enhancement assists
employees to a healthy environment
where they are capable to handle their
relationship with other co-workers and
this type of working increases profits.
 This T&D section develops confidence
in staff member's mind and they adopt
challenges without any hesitation and
accomplish profitable task for TESCO.
P4 Effectiveness of various HRM practices in terms of raising profit and productivity
Human Resource Practices play a vital role in an organisation that will increase the
productivity of firm and this increased production brings greater revenues in corporation. HR
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