Human Resource Management Report: Tesco and ITV Case Studies

This comprehensive report delves into various aspects of Human Resource Management (HRM), focusing on recruitment, selection, employee performance, development, and employee relations. It begins by examining workforce planning, the roles of HR managers, and different recruitment approaches, including internal and external methods, along with the strengths and weaknesses of each. The report then analyzes a job advertisement for an HR assistant at Woodhill College, job and person specifications, and suitable platforms for advertisement. Furthermore, the report explores employee training and development, comparing the two concepts and discussing how changes in customer expectations at Tesco have influenced training needs and methods. It also covers methods of training, identifying training needs, and the benefits of structured training programs for both Tesco and its employees. Finally, the report assesses employee relations, analyzing the importance of ITV in maintaining good employee relations and the influence of employment legislation on HR decisions, evaluating key aspects of employee relations management and employment legislation that affect HRM decision-making in ITV. The report concludes with a summary of the key findings and recommendations.

Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................................4
PART-1 RECRUTIMENT AND SELECTION .....................................................................................................4
TASK 1..........................................................................................................................................................4
a) Purposes of workforce planning and the role of HR manager with regards workforce planning and
resourcing ...............................................................................................................................................4
b) Strengths and weaknesses of different approaches to recruitment and selection..............................5
c) How functions of the HRM practices can provide talent and skills ....................................................5
d) Evaluate the strengths and weaknesses of different approaches .......................................................6
TASK 2..........................................................................................................................................................6
a) Job advertisement for role...................................................................................................................6
b) Suitable platforms to place the advertisement ...................................................................................7
c) Job specification and person specification for the role .......................................................................7
................................................................................................................................................................9
PART- 2 EMPLOYEE PERFORMANCES, DEVELOPMENT AND REWARD ........................................................9
TASK 3 .........................................................................................................................................................9
a) Difference between training and development ..................................................................................9
b) How changes in customer expectations affected Tesco and its need to train the staff ......................9
c) Methods of training carried out by Tesco .........................................................................................10
d) How training need is identified .........................................................................................................10
e) Benefit for Tesco and its employees in providing structured training program ................................12
f) Extent to which training has achieved a return on investment .........................................................12
g) Types of flexibility approaches that can be adopted by Tesco to aid its expansion program............13
PART-3 EMPLOYEE RELATIONSHIP ............................................................................................................14
TASK 4........................................................................................................................................................14
a) Analyzing the importance of ITV to maintain good employee relations and it influence on the
decisions of HR......................................................................................................................................14
b) Key elements in employment legislation and its influence on ITV’s HR decisions.............................14
c.) Evaluating the key aspects of employee relations management and employment legislation that
affect HRM decision-making in ITV........................................................................................................15
CONCLUSION ............................................................................................................................................16

REFERENCES ..............................................................................................................................................17

INTRODUCTION
Human Resource management (HRM) is the broad concept that basically encompasses
different aspects that support in attaining the individual and organizational effectiveness. Along
with this, it also integrates different functions related with recruitment and selection, training and
development, compensation etc that directly contribute in attaining the growth perspective of the
organization (Storey, 2014). For the present report different case scenarios have been addressed
that support in gaining the effective information regarding different aspects of the HRM
practices. Along with this, the report will also focus on addressing key purpose of workforce
planning with explaining the key strength and weakness of different approaches of recruitment
and selection. Lastly, report would also assess the significance of employee relation within the
organization and its influences on the HR decisions.
PART-1 RECRUTIMENT AND SELECTION
TASK 1
a) Purposes of workforce planning and the role of HR manager with regards workforce planning
and resourcing
Workforce planning is one of the continuous procedure within organization that support
the organization in meeting their requirement related with workforce so that they can easily
accomplishes the goals and objectives (Functions of HRM, 2016). Workforce planning is
consider as significant aspect within the college as it focuses on meeting the required demand of
lecturer within the college. HR manager is the one that mainly focuses on meeting the workforce
requirement within the Woodhill College so that they can easily impact the proper services and
education to the students. The key purpose of workforce planning is as follows-
 Meet the future demand- The key purpose of workforce planning within the Woodhill
College is to meet the future requirement of workforce demand so that they can easily
accomplish their activities (Holtbrügge, Friedmann and Puck, 2010).
 Removing the surplus staff- Another purpose of workforce planning is remove or
eliminate the unwanted or surplus staff from the college so that they can overcome the
expenses in the teacher or professor.

b) Strengths and weaknesses of different approaches to recruitment and selection
There are various approaches related with the recruitment and selection that is used by
Woodhill College for meeting the requirement of adequate and competent personnel. Therefore,
it has been evaluated that all the different approaches to recruitment and selection have certain
strengths and weaknesses that are as follows-
 Internal approach- The key approach is internal approach in which the college focuses
on using the internal sources for selecting the candidate for the vacant job post. Internal
approach mainly focuses on transfer, referral as well as promotion for selecting the
required candidate. Through considering the case scenario Woodhill College Teacher or
professor with the college may give their referral for recruiting and selecting the
candidate (Furtmueller, Wilderom and Tate, 2011).
Strength
The strength of this approach is that it is less costly in nature and there is no need to make
expenses on creating the job advertisement.
Weaknesses
On the other hand, its weakness is that for selecting the competent candidate there is limited
reach.
 External approach- Another approach to the recruitment and selection include external
source that is engaging in external sources for advertisement and selecting the external
candidate from the pool of applicants.
Strength
The key strength of external approach is that it supports the Woodhill College in selecting the
competent and qualified candidate from the large pool of applicants.
Weaknesses
On the other hand, limitation of external approach is that it may act as the costly approach for the
college as it requires some investment recruiting and selecting the candidate.

Merit Criteria
c) How functions of the HRM practices can provide talent and skills
There are different functions of HRM practices that support the individual in providing
talent and skills (Brewster and et.al., 2016). The functions of HRM practices mainly include
recruitment and selection, training and development etc. that support the Woodhill College in
attaining the talent and skills. With the help of these functions that is recruitment and selection
HR can easily select the competent personnel that results in assisting the company to attain their
goals and objectives in the effective and efficient manner. The key function of HRM practice
also include engaging in conducting training and development session that support in enhancing
the skills and abilities of the lecturer within the college so that they may easily deliver the
required learning and knowledge among the students. Along with this, significance of training
and development within the wood hill college is that it amend the skills accordant with the
requirement of job posy within the college.
d) Evaluate the strengths and weaknesses of different approaches
From assessing the strength and weakness of the different approaches of recruitment and
selection it has been evaluated that both the approaches plays significant role for Woodhill
College.
Strength
It has also evaluated that engaging in the internal approach it support in minimizing the
overall cost of the institution regarding selecting the competent personnel as the senior level staff
and professor within the college put their referral that sometime results in selecting the
competent personnel (Wright and McMahan, 2011).
Weaknesses
On the other hand, it is also evaluated that if they use internal approach for recruiting and
selection it might sometime results in selecting or promoting the wrong candidate for the senior
vacant job post. Therefore, in this situation it might results in negatively impacting the
performance of Woodhill College.

TASK 2
a) Job advertisement for role
Through reviewing the case scenario of Woodhill College it has been assessed that there
is no clear and specific HR policies. Therefore, education institute decide to hire the HR assistant
for which they have designed the job advertisement that would be visible to the large mass of
candidate and required candidate would apply for the vacant job post. The job advertisement is
as follows-
Job Vacancy………….!!!!!
HR MANAGER REQUIRED
Woodhill College
HR manager is been required for Woodhill College. The candidate those who wish to apply for
the job can apply on the prior basis.
There is one condition that must be fulfilled by candidate that is they must be having 7-10 years
of experience in the field of HR.
Candidates those who are having experience will be highly preferred. Along with this, candidate
who have applied first will be given priority.
To apply for the HR assistant the last date is 31st January, 2017.
Candidate those are interested in the vacant job post may apply or e-mail their CV on the below
mentioned Email ID.
b) Suitable platforms to place the advertisement
In order to successfully place the job advertisement of HR assistant in the Woodhill
College, they must focuses on assessing the suitable platform on which they can place the
designed advertisement. The different platform for job advertisement include-
 Print media: The foremost option that is available for posting the Job advertisement is
promoting the vacant job post through print media (Werner and DeSimone, 2011). The
print media include promotion of commercial ad with the help of newspaper, pamphlet or
magazines etc. it is an effective medium that must be used Woodhill College for

advertising their vacant job post. It is consider as an effective medium through which the
college can easily hire the competent personnel for the premises.
 Online portal: Another platform for advertisement include online platform through
which the college post the vacant ad on the online website that results in targeting large
audiences.
 Recruitment agency- Another suitable platform that is used by Woodhill College for the
advertisement include targeting with recruitment agency so that they may easily hire the
competent candidate for the college.
c) Job specification and person specification for the role
Job specification and person specification are the formal written statement that basically
consist of the skills and qualification that individual or candidate must possess for the vacant job.
Along with this, it also indicates the actual requirement among the candidate to meet the criteria
of job post.
JOB SPECIFICATION
Job profile: HR assistant
Company: Woodhill College.
Location: UK
Job time: Full time job
Working hours: 9.30 a.m to 6.00 P.m
Salary:
Experience : Minimum 7 years
They must have knowledge in the field.
Qualification:

 The candidate has attained the bachelor degree with the aggregate percentage.
 They must be post graduate with minimum 70% of the grade for the job.
Person specification
Skills-
 Candidate must have adequate interpersonal and communication skills that support in
maintaining the healthy relationship.
 Candidate must have effective leadership ability among them so that they can manage the
workforce planning.
Roles and responsibilities-
 The foremost role of HR assistant is to ensure that HR policy framed by the department is
implemented properly or not.
 Another role of HR assistant is to manage all the daily activities within the HR
department (Ulrich, 2013).
 There role is to schedule the training session for the newly appointed candidate as well as
engaging in the induction program.
 Another role is to engage in the activities related with managing the wages, salary etc.
PART- 2 EMPLOYEE PERFORMANCES, DEVELOPMENT AND
REWARD
TASK 3
a) Difference between training and development
HRM focuses on the training and development of employees and staff so that they can
easily attain the effectiveness and efficiency within their work practices so that they can render
proper services within the giant retail firm Tesco. There are certain difference among both the

terms that is Training and Development (Storey, 2014). Training is defined as the process that
basically focuses on amending and improving the critical skills accordant with the requirement
of job so that employees may easily perform their job in effective manner. On the contrary to
this, development is defined as the process that imparts the knowledge among the individual that
support them in enhancing theoretical knowledge.
The differences among both the approaches are as follows training is short term process
that mainly focuses on amending the skills and abilities of the staff within the Tesco. On the
other hand, development is long term process that focuses on overall development of the
individual. Another difference among both the approaches is that the key orientation of training
is for the job perspective (Scullion and Collings, 2010). On the other hand, development is
mainly oriented for career perspective. Whereas, some other differences among both the function
is that key purpose of training is to improve and amend the performance of Tesco staff through
enhancing their skills related with the job. On the other hand, key purpose of development is to
develop and grow the individual so that they may attain future growth.
b) How changes in customer expectations affected Tesco and its need to train the staff
Tesco is one of the highly volatile organizations within the retail sector that mainly
focuses on increasing and generating the sales ratio for attaining the profitability. Therefore, it is
assessed that change in the expectation of customers would directly affect the Tesco (Purce,
2014). For instance, the expectation of customer within the Tesco store is to know regarding the
range of services and products that are delivering by the store in this context Tesco need to train
their staff so that they may enhances their confidence skills that support them in attending the
customers that prefer to visits their stores for purchasing the products. Along with this, with the
changing expectation and persuading customers for purchasing the products and services of
Tesco management need to amend and train their staff so that they may effectively contribute
towards attaining the organizational goals.
Along with this, it has been also assessed that for enhancing and raising the satisfaction
level of customers it is required by Tesco to encgage in the training activities so that staff may
easily meet the demand and expectation of customers (Mathis and Jackson, 2011). Whereas, the
need of training among the staff has been accomplished with the changing demand of customers
that support the giant retail firm in enhancing their overall performance.

c) Methods of training carried out by Tesco
In order to develop the staff within the giant retail firm there are different forms or
methods of training that are carried to improve and amend the skills of the staff so that they may
perform their job activities in effective and proper manner. The different methods of training
carried out by Tesco include following-
 On the job training methods- The key method of training that is been used by the giant
firm include on the job training method (Kehoe and Wright, 2013). Under this training
method inexperienced employees and staff enhances and learn through observing and
seeing their mentoring performing the business activities. These forms of training
methods are less expensive as training is imparted by the manager while performing the
job. The different methods of on the job training include coaching, mentoring, just in
time etc.
 Off the job training methods- Another method of training that is carried out by Tesco
include off the job training method that is imparted outside the working environment.
Under this form of training study or learning material is provided to the staff and
employees and it focuses on learning activities rather than engaging in performing
activities (Holtbrügge, Friedmann and Puck, 2010). This training mainly focuses on
different techniques such as vestibule training, simulation, role play etc.
d) How training need is identified
With the help of engaging in the systematic approach to training Tesco manager focuses
on determining the training need of the different individuals those who are working in Tesco
store. The systematic approach to training basically focuses on different steps that are
enumerated as follows-

Figure 1: Systematic approach to training Analysis: The foremost step in the systematic approach to training includes analysis of
the current skills that staff and employees within the Tesco store possess. With this step
Tesco manager would easily determine the skills need and requirement among the staff
so that they can easily perform their job (Furtmueller, Wilderom and Tate, 2011).
 Designing: After analysis of the training requirement among the staff management of
Tesco must engage in designing of the training so that they can easily meet the
requirement. Management must also engage in evaluating the proper training methods so
that they can meet the requirement.
 Development: Another step include development of training material so that they can
easily amend and improve the required skills of staff within the Tesco that support them
in performing their activities and job role in effective and proper manner.
 Implementation: With the development of training materials Tesco manager must
focuses on implementation of the training material so that staff can easily improve their
require skills and abilities.
 Evaluation: After implementation of the training methods management must evaluate the
effectiveness of method that it has accomplished in meeting the requirement properly or
not (Locke and Latham, 2013). The evaluation must be in terms of assessing the
enhancement of their skills and abilities.