Human Resource Management Report: Recruitment, Training, and Relations

This report provides a comprehensive overview of Human Resource Management (HRM) practices, focusing on workforce planning, recruitment strategies, training and development, and employee relations. It begins by explaining the purpose of workforce planning and the role of an HR manager, followed by an examination of the strengths and weaknesses of various recruitment approaches, including internal and external sources. The report assesses how HR functions provide talent and skills to meet organizational objectives, evaluates selection procedures, and includes a sample job advertisement and specifications. Furthermore, it explores the differences between training and development, the impact of customer expectations, and training methods adopted by Tesco. The report also covers the identification of training needs, benefits of structured training programs, return on investment in training, and flexibility approaches. Finally, it discusses the importance of employment relations, the influence of employment legislation on HR decisions, and critically evaluates employee relations management and HRM practices in ITV, influencing decision-making.

HUMAN RESOURCE MANAGEMENT

TABLE OF CONTENTS
Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
TASK 1............................................................................................................................................3
a) Explain the purpose of workforce planning and the role of HR manager..........................3
b) Explain the strengths and weakness of different approaches of recruitment process........4
c) Assess how the function of HR can provide talent and skills to fulfil the firm’s objectives
................................................................................................................................................5
d)Evaluating the strengths and weakness of various approaches to recruitment selection....5
e) Critically evaluate the strengths and weakness of various approaches of selection procedure
................................................................................................................................................6
TASK 2............................................................................................................................................6
a) Job advertisement...............................................................................................................6
b) Identification suitable platforms........................................................................................6
c) Prepare job specification and person specification............................................................7
PART 2............................................................................................................................................8
TASK 3............................................................................................................................................8
a) Difference among training and development.....................................................................8
b) Explanation on how the customer expectation impact the firm and its need to train the staff
................................................................................................................................................8
c) List the methods of training adopt by the Tesco................................................................9
d) Description how training needs identified.........................................................................9
e) Benefits of structured training programs for the employees and Tesco.............................9
f) Extent to which training has attain the return on investment...........................................10
g) Suggest the type of flexibility approaches adopt by the Tesco to help the expansion of the
firm.......................................................................................................................................10
Part 3..............................................................................................................................................11

TASK 4..........................................................................................................................................11
a) Importance of employment relation and how it influence on the HR decisions..............11
b) Identify the elements of employment legislation influence the HR decisions.................11
c) Critically evaluate the employee relations management and employment legislations that
impact on the HR decisions..................................................................................................12
d) Critically evaluate employee relations and the application HRM practices in the ITV that
influencing decision making.................................................................................................12
Conclusion.....................................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Personnel are a very crucial part of any organisation to introduce new blood to an
organisation which creates value. It becomes necessary to satisfying the human resources
through implementing HR practices in the workplace that leads to attain objectives effectively. In
the research project, there is a discussion on the various approaches of recruitment process and
also study on its strength as well as weakness (Brown, 2016). Further, there is an also discussion
on the methods adopted by the Tesco company and how it fulfil the customer expectation
effectively. The end portion of research report explain how the employee relation and
employment legislation impact on the HR decisions.
PART 1
TASK 1
a) Explain the purpose of workforce planning and the role of HR manager
The company plan the workforce for some purpose and the HR manager play its role that
are described below-
 Retention- It is aim of workforce planning to protect the employees from harm ,
illness, provide them an equal opportunity, deliver benefits of employment,
enhance skills as well as knowledge and resolve conflicts (Melchor, 2013 ). The
HR manager performing their role to conduct training on regular basis and make
sure that all the employees get equal opportunity of obtaining the knowledge and
skills. Therefore, this process increase the confidence as well as motivate them
towards the work that help in retaining the employees effectively.
 Reduce the high labour turnover rate- It is a main purpose of workforce
planning is that to reduce the high employee turnover rate by enhance satisfaction
in the existing employees. For this reason, the manager of play role to motivate the
workers they design the flexible compensation plans through which they can able to
manage the personal and professional life. It mainly includes reward benefits, apply
flexible working practices, approve leaves that come under employment legislation,
treat them fairly without any discrimination, incentive plans and increment the
salary etc.

b) Explain the strengths and weakness of different approaches of recruitment process
Woodhill College adopt the various sources of selection procedure that have a strength as
well as weakness are described below-
Internal sources
Strength Less expensive- The Company adopt internal sources in that they promote the existing
workers at higher position effectively. Thus, the firm already have a record of workers
performance so, they placed them easily without spending huge amount on job
advertisement on print media and social media etc. It resultant into reduction of cost and
less expensive. Increase employee morale- The firm used internal sources through which they place the
existing worker at upper job position it will increase individuals morale. They get the
opportunity of career growth leads to boost the satisfaction level.
Weakness
 Dissatisfaction of co-workers- In these approaches they only promote the high
performer existing workers and other co-workers not get opportunity of career growth.
Thus, it leads to increase in the level of dissatisfaction in the co-workers that impact on
the firm negatively.
External sources
Strength
 Introduce the fresh talent- The external approaches used by the firm helps them to pool
the fresh talents and knowledge within the organisation more effectively.
 Enhance brand value- The sources used by the company in which they select the
candidate from externally (Kaufman and Taras, 2016). Thus, it means that there is an
introduction of innovative ideas that provide an opportunity to enhance the company’s
brand value.
Weakness
 Highly expensive- External sources requires a huge amount spending to pool the talents
from various places effectively through advertisement. Thus, the job vacancy information

place in the newspaper, magazines and social media etc. incur a huge amount that is
highly expensive.
 Lengthy process- The whole process of external approaches of recruitment is a long
process. It requires the screening the applicants, conduct test to check the candidate’s
ability, asked question in the interview and final selection.
c) Assess how the function of HR can provide talent and skills to fulfil the firm’s objectives
There is various function of human resource management that helps in attaining the
company’s goals effectively are describe below-
 Training and development- The HR manager of Woodhill College conduct the training
sessions regularly to updating the knowledge of existing workers. It gives them an ability
to done their various tasks and jobs more efficiently if there is an enhancement of skills
through training methods (Tomé, 2011). It directly achieves the firm’s objective in a
desired manner.
 Motivation- The Company applied the compensation benefits such as bonus plans,
increment in salary, retirement benefits and incentive schemes etc to the workers for
boosting their motivational level. Thus, they put their more efforts in the firm which
increase the firm’s sales leads to achieve objectives effectively.
d)Evaluating the strengths and weakness of various approaches to recruitment selection
The company used the various approaches of recruitment are the internal sources and
external sources have both feature presence are the strength as well as weakness. Internal
approaches of recruitment have strength to increase the existing employee morale if they
promoted at the higher level. Along with that, it gives an opportunity to the employees to
enhance their career growth more effectively through the internal approaches. Whereas, it will
discourage the other co-workers who does not get an opportunity to get the higher position
impact the company’s productivity.
On the other hand side, external approaches of recruitment is very effective as it assist the
firm to bring the new talent and fresh ideas within the organisation (Hendry,2012 ). Thus, it
gives them to developing the unique solution of a problem and resolving it effectively. It has
been analysing that the whole process is too lengthy to place the right candidate at right position
and also incurred huge amount of expenses on the job advertisement.

e) Critically evaluate the strengths and weakness of various approaches of selection procedure
It has been critically evaluated that the internal sources is not very effective for the firm as
they dissatisfy the other employees who does not get an opportunity of career growth. It can be
said that the internal sources is a short-term process to fill the vacant position but it does not
bring the fresh ideas as well as knowledge of young people (Brown, 2016).
Thus, the company not get the innovative solution to resolve the conflict. On
contradiction, the candidate select from outside the firm which gives them a fresh talent, new
ideas as well as knowledge that enhance the brand value. Further, it also analyse that the process
is more effective but that requires a huge amount of money, time and wastage of resources if the
suitable candidate not able to enhance the firm’s value.
TASK 2
a) Job advertisement
TEACHER REQUIRED
For
Finance
Eligibility/Criteria:
 Candidate must have a Master degree in finance and PHD
 He/ She have an experience in the same field for 5 years
 Good communicational skills, interpersonal skills and problem solving skills
 Positive attitude towards work and behaviour with the students
Candidate should post their resume on our Email ID: [e-mail] along with passport
size photograph latest by date on 1 April, 2017.
b) Identification suitable platforms
Woodhill College have a various opportunities for advertising that are as follows-

 Print media: The College can use physical media for advertising the useful information
about an organisation conveniently. It helps them to reach with the customer widely as
well as effectively (Storey, 2014). Thus, print media mainly includes are the newspaper
and magazines etc.
 Social media- It is a digital advertising media through which information can be given
over the internet such as Facebook, Twitter and Instagram etc. It is a less expensive as
compared to print media advertising and it also helps in attractive the customers of
various countries.
c) Prepare job specification and person specification
Job description
Job responsibilities and duties of finance teacher
 He/ She have an ability to prepare and provide lectures to the graduate students/ Post
graduate students on such topics are Accounting, Taxation, Cost and management
Accounting and statistics etc.
 He/ She must have an ability to give work assignments and assign home works.
 He/ She should can able to solve the student’s finance topics issues
 Participate in the recruitment process of candidate selection
Person specification
Qualification
 Bachelor in commerce
 Masters Degree in Finance
 PHD
Experience
 3- 5 year experience in finance Academic teacher
Skills required
 Supervision skills
 Communication skills
 Management skills
Knowledge
 Accounting
 Taxation

 Statistics
 Economics
PART 2
TASK 3
a) Difference among training and development
Description Training Development
Definition The whole process are
organised by the HR
department for the purpose of
increasing skills and
knowledge etc in employees.
In these process of
development in which the
candidate overall growth that
requires a long term process.
Focus It mainly focus on the job It mainly focus on the career
development
Methods used Job rotation, coaching,
apprenticeship, mentoring,
seminars and classroom
training etc.
Promotion and transfer
b) Explanation on how the customer expectation impact the firm and its need to train the staff
Customer expectations can be define as a changing in the taste, attitude, behaviour and
needs of product or services frequently. These people are highly in demand regard to goods in
terms of quality, affordable price, unique features and size etc. Therefore, changing in customer
expectation highly impact on the company’s profits and productivity.
Tesco deliver various products clothing, grocery, electrical and more etc. to its customers.
Thus, the needs of clients regard to all these goods or services now changing day by day that
effect on the company’s turnover. However, to keep people satisfying as per expectation the
organisation essentially required to training its staff workers (Adlwarth, 2010). They can able to
deliver services in an effective manner. Training sessions acquire skills as well as knowledge
about the update technology, process and techniques etc. to the employees. Trained individuals
can able to produce and offer the goods as per the customer’s expectations.

c) List the methods of training adopt by the Tesco
The Tesco company conduct training sessions to its train staff members so, they can
obtain knowledge and skills effectively. For this, they adopt training method which are describe
below-
 Job –rotation- In these training the Tesco Company Rotate its existing employees from job
to another which helps them in acquiring knowledge in various fields.
 Lecture and conference- The cited Company conduct training sessions for the staff
workers to providing knowledge about the subject matter (Tomé, 2011). It can be possible
through deliver information by expertise to a large audience through verbal presentation.
 Sensitivity training-The training helps the employee to know themselves effectively which
develop the social sensitivity. The program mainly comprises into three are understanding
old values, development of new values and refreezing the new one etc.
d) Description how training needs identified
Tesco Company adopt training needs methods to know the requirement of employees skills to
done various business activities effectively which are as follows- Organisational Analysis- Tesco Company analyse the organisation goals in which they
know what firm wants to accomplish. For this, it finds out the requirements of an
employee’s training so, they can easily doing the task that leads to attain objectives
effectively. Task Analysis- It is a type of analysis in which there is a requirement of skills finding out
that are needed to perform the task and activities effectively (Bakker and Leiter,2010). It
helps them to develop the needs that are directly link to job that leads to attain objectives
effectively.
e) Benefits of structured training programs for the employees and Tesco
The training sessions given by the organisation provide benefits to both Tesco company
and staff workers that are discussed below-
Employer Enhance motivational level- Training session gives the employee an opportunity to learn
many new skills which are required to perform job effectively. The trained workers always
done their various task in confident that leads to increase motivation.

 Increase the knowledge and skills- The event of training given by organisation in that they
transfer information to the participants (Gupta and Bostrom,2013). Thus, from these there
will be an increase in the knowledge as well as skills to the new or existing employees.
Employee Enhance productivity and profitability- Trained employees always put their maximum
efforts towards work in most effective and efficient manner. Thus, the Tesco company sales
of its products start increasing leads to generate more revenues and enhance turnover. Optimum utilization of resources- Trained staff workers use all the resource of a firm in
well – desired manner due to which lack of wastage. Thus, they can able to allocate all the
resource optimum leads to minimization of cost.
f) Extent to which training has attain the return on investment
The Tesco identify the training needs of its employees so, they can able to deliver the
products as per the customers expectation. Thus, they adopt the various training methods are the
job rotation, sensitivity training, lecture and conference. The return on investment of training can
be identified through complete post-training assessment in which the quality of employee’s work
check.
Along with that, ROI of training in the workplace can be analysed through company
turnover rate, improvements in productivity and demand of firm’s product. Therefore, the Tesco
has been successfully attain the training as the employees obtain technical skills through which
they able to provide unique products. The customers expectation can be satisfy effectively by the
trained workers as there is also seen that there is an improvement in product’s quality,
productivity and turnover rate.
g) Suggest the type of flexibility approaches adopt by the Tesco to help the expansion of the firm
The Tesco Company adopt the various flexibility approaches for expansions the
organisation which are as follows-
Numerical flexibility-The cited company apply these flexibility approaches in the
workplace amount of the worker employed for the requirements of an organisation. Thus, it
means that putting the individuals on various contracts that make sure that changes in the
demand for labour across the working are matched with the supply of employees. It mainly
includes part-time job, fixed-term contract and sub-contracting etc.

Locational flexibility- Tesco Company gives facility to the workers to done its job
outside the organisation that directly leads to expansion of firm (Guyver, Bruce and Rees,2014).
The employee can effectively attain its job through telecommunication and also work from home
etc. It will enhance the satisfaction level of employees through balancing the personal as well as
professional life.
Part 3
TASK 4
a) Importance of employment relation and how it influence on the HR decisions
There is an importance of employee relations for the ITV which may influencing the HR
decisions that can be described below-
 Resolve conflicts- It is necessary for the ITV to manage the employee relations that is
only possible if there is a better understanding among the employee and employer. Thus,
it assists them to resolve the various issues that arise in the workplace in different
situation that leads low productivity (Carter and Liane Easton,2011). The significance of
employment relations influence in the Human resource department as they organised
group activities. It will facilitate to the employer and employer knowing each other that
leads to develop better understanding. Therefore, it creates trust as well increase the
satisfaction level and the workers become more happy leads to resolve conflicts. The
events that are organised by the HR include green day, annual day and sports day etc.
 Increase productivity- Employee relations is helpful for the ITV as it will enhance the
firm’s productivity as well as sales. The relationship among employee-employer can be
strong only when the company deliver benefits to staff workers. Thus, if the needs are
fulfilled by the organisation the employees always put their maximum efforts towards the
firm’s goals. It will influence the decisions of HR is that they restructure the
compensation benefits plans such as incentive plans, bonus, increment and retirement
benefits etc. Therefore, if all these benefits are received by them leads to enhancement of
ITV‘s productivity.
b) Identify the elements of employment legislation influence the HR decisions
` There are various employment legislation that may directly influence on the ITV ‘s
human resource decisions which are described below-

 Wage and salary- The Company should follow all the rules and regulations of national
wages act as per these they are based upon the minimum wage rate. It is £ 6.95 for the staff
workers who aged over 21, £ 5.55 for the 18-20 aged labour and £4.00 who aged is 16-17.
Therefore, it is a right of the HR to paid the all the staff worker of ITV as per the act
guidelines.
 Health and safety- It is an act of health and safety which reduce the number of accidents
happen in the workplace and also promote awareness of healthcare policy to all the
individuals (Suliman and Al Kathairi,2012 ). Thus, it influencing the HR decisions is that
as they take various safety measures through which employees are protect from the harm,
accident and hazardous etc. For this reason, HR department remove the injuries as well as
illness that are relating to work by make sure that all the safety policy implement
successfully. Further, they also conduct training on heavy machines and also provide
first-aid to the employees.
c) Critically evaluate the employee relations management and employment legislations that
impact on the HR decisions
The employee relations management is beneficial for the ITV as the employee highly
satisfy. It provides healthier environment in the workplace due to strong relationship among
employee and employer. HR management contribute its major part to enhance the relationship
in which they take most important decision. For this, they provide the compensation benefits,
leaves and follow all the rules regard to discrimination.
It will boost up the confidence level in the workers and they put greatest efforts in its jobs.
Whereas, the employment legislation is safety & health, Anti -discrimination, wages and salary
etc. given to the individuals that leads to increase in the satisfaction level. Therefore, it has been
critically evaluate that employee relations is managed properly by the HR due to which there is a
creation of innovative solution to solve problems more effectively.
d) Critically evaluate employee relations and the application HRM practices in the ITV that
influencing decision making
`It has been critically evaluating employee relations influence the HR department to
implement the human resource policy and strategies (Kaufman and Taras, 2016). The relations
can be only managed if the workers get the equal opportunity, fair salary packages, benefits,
proper training and work-life balance .Therefore, the ITV make decisions fairly regard to

employee relations in that they find out the training needs to increase the skills as well as
knowledge and adopt performance appraisal methods to analyse the work of employees. Thus, it
will impact positively in the workplace that leads to attain objectives effectively.
Conclusion
Summing up the whole report, it has been concluded that HR strategy and policy are
necessary for each and every organisation to maintain the employee relations. Tesco Company
adopts training methods to fulfil the customer expectation regard to product or services. It has
been analyzed that the training is very effective that gives the higher rate of return on the
investment to the firm.
.

REFERENCES
Books and journals
Hendry, C., 2012. Human resource management. Routledge.
Daley, D.M., 2012. Strategic human resource management. Public Personnel Management,
pp.120-125.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal, 21(1), pp.3-13.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest, 19(3).
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
CHUANG, C.H. and Liao, H.U.I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
Psychology, 63(1), pp.153-196.
Bakker, A.B. and Leiter, M.P. eds., 2010. Work engagement: A handbook of essential theory and
research. Psychology Press.
Brown, B.A., 2016. Teacher migration to Botswana: implications for human resource
management in education.
Carter, C.R. and Liane Easton, P., 2011. Sustainable supply chain management: evolution and
future directions. International journal of physical distribution & logistics
management, 41(1), pp.46-62.
Suliman, A. and Al Kathairi, M., 2012. Organizational justice, commitment and performance in
developing countries: The case of the UAE. Employee Relations, 35(1), pp.98-115.
Kaufman, B.E. and Taras, D.G., 2016. Nonunion employee representation: history,
contemporary practice and policy. Routledge.
Gupta, S. and Bostrom, R., 2013. Research Note—An Investigation of the Appropriation of
Technology-Mediated Training Methods Incorporating Enactive and Collaborative
Learning. Information Systems Research, 24(2), pp.454-469.
Adlwarth, W., 2010. Corporate social responsibility–customer expectations and behaviour in the
tourism sector. In Trends and Issues in Global Tourism 2010 (pp. 101-109). Springer
Berlin Heidelberg.

Melchor, O.H., 2013. The government workforce of the future: Innovation in strategic workforce
planning in OECD countries. OECD Working Papers on Public Governance, (21), p.0_1.
Guyver, P.M., Bruce, D.J. and Rees, J.L., 2014. Frozen shoulder–A stiff problem that requires a
flexible approach. Maturitas, 78(1), pp.11-16.