Human Resource Management Report: Recruitment and Development

This report delves into the multifaceted realm of Human Resource Management (HRM), examining crucial aspects such as recruitment, selection, and training within the context of Woodhill College and a specific case study for a Professor of Economics position at the UK University. It analyzes the evolving role of HR professionals, emphasizing the importance of workforce planning and streamlined processes. The report details the recruitment and selection processes, contrasting internal and external sourcing methods, and discussing the benefits and drawbacks of each. It provides a sample job description and specification for a Professor of Economics, outlining required qualifications, responsibilities, and application procedures. Furthermore, the report highlights the importance of effective communication, diverse recruitment strategies, and the integration of training and development within the HRM framework. The report underscores the significance of adapting to the changes in HRM practices to ensure effective management and recruitment outcomes.

A Report on Human Resource
Management

Table of Contents
Part 1................................................................................................................................................3
Task 2:.............................................................................................................................................5
Part 3................................................................................................................................................9
Part 4..............................................................................................................................................13
References......................................................................................................................................17

Part 1
(a) The role of HR today in a company is much more different and diversified than it was a
few years ago and the reason is that now HR professionals are trying to streamline the
processes and the methods of working through the use of Workforce planning. There is a
need to understand that planning and implementation are totally different things and only
a section of the planned activities are followed by all companies this makes it important
for Woodhull college to plan it’s different activities in order to have an effective action
plan created beforehand and that they know what they are needed to do and what they are
aiming to achieve thorough their efforts This wait it becomes easier for the people to
assess the requirements and work towards achieving it. For WoodHill College there is a
need to ensure that proper execution of plan is done in order to help the human resource
planning group top work effectively and also get the results they require (Corby, 1999).
(b) WoodHil College is a college with a medium skilled Human resource team which is not
as experienced and well versed with swift employment processes lie a corporate company
HR department. This means that the WoodHill College requires more preparation for the
interview process. There is a need to make aura that the process is divided into different
sections and stages so that it s easiest to complete. The first step should be to ask for
application and accept them and see the people who are eligible for the role. There is also
a need to make sure that all people in the HRM see the required needs at hand and plan
accordingly to make sure that all required spots are filled up. There is also the need to
make sure that all aspect sofas the employment process has been discussed and proper
planning has been done to makes urea that there are no surprises or last moment pending

at asks at hand. This can help a lot to reduce the stress of getting employees taking the
interview or HR people to get confused to having made mist=kegs in the process There is
a need to find the problems and identify the required step s in the first stage itself. There
is a need for fast work so that all problems can be solved quickly (Pieterse, 2012).
(c) The selection and recruitment process differs with the industry and the post that is
required to be filled. In most cases the basic steps stay the same, like the Advertising for
the post , the collection of resumes and the short listing followed by calling applicants for
interview as well as conducting the interviews and finally zeroing on the eligible
applicant. There is a need to make sure that the employees and the HR professionals are
ready for the process and it is clear to them. There is a need to make sure that the
advertisement is provided through the method which can reach more potential candidates,
newspapers, journals, flyers, online ads all are great options. There is also the method
internal sourcing which done for employees who are provided better options within the
company. This is usually conducted when an employee has the skill set needed for a role
and is offered the role and then if the applicant is ready to take the new role, the other
aspects of the job are discussed. Also there are methods like recruitment drives, and third
party sourcing through job portals and agencies that are providing eligible employees for
a fee. There is also a need to make sure that the candidate selected for interview are
eligible for the role, there is a need to makes sure that all aspects of the job are discussed
and that all the decision and job roles are discussed beforehand (Altman, 1991).
(d) There are certain benefits as wells drawbacks for the employment processes that are
mentioned in the above section. There is a need to find that most people who are eligible
will have different skills sets or additional skills and there is a need for the HR to make

sure that they are able to make each employee show their skills effectively. Some time
internal sourcing method is better for companies as it is less costly as opposed to
conducting a drive or providing newspaper ads. There are also the factors like the
extensive method of external sourcing which can be hectic and stress full for companies
and the candidate may not be eligible for the roles (Alliance,University , 2016).
(e) The most common aspects of recruitment and selection are based on the specific
requirements of the companies that are conducting the recruitment process. I(n most
cases, there are internal sourcing methods to make sure that the company loses less
money in interviewing or providing advertisement roe eying agencies to send in eligible
candidates. There is also the benefits of internal sourcing, as in most cases, the employees
screened for internal sourcing are provided better roles than they are currently provides,
helping them to grow in their professional career also in most cases they are provided
better remuneration meaning they are more likely to say yes. Also there are ales cost
associated with training (Shaw,Seyfarth, 2015).
For externally sourced candidate it is tough to assess their skills in one interview and there is a
need to train them and also the agencies are charging the companies for each successful
candidate they provide. This can be costly for the people. The normal employee recruitment
process sis is quite lengthy and may not be the best process for companies that are looking for
quick results or need people to take position in the quick way.
Task 2:
A

Department: Economics Department :
Professor of Economics:
Job Descriptions: The UK University is requesting eligible applicants to send resumes for the
post of the Professor of Economics. The role of the professor would be to take part in daily
teaching of undergraduate students. Applicants eligible should be currently appointed as
lecturers in any renter college /university or should be an undergraduate teacher. The sessions
are to start at the Summer of 2017 and the remunerations shall be discussed in the interview. The
position provides a host of privileges and also a salary that is industry standard.
Required Qualification:
Applicant must be eligible for the post and should be (at least) a doctorate in the subject
Economics and must have good marks to support his education and skills. Along with the marks
the applicant must be a dedicated teacher who has good communication skills to effectively
communicate with students. There is a need for string communication skills to be able to
communicate both verbally and in written form. The teacher might be requested to provide
alternative methods of educational and should be flexible.
Economics Department:
The Department of Economics is fairly staffed with more than 10 full time teachers and lecturers
who are teaching students management studies and topics like business economics and
economics.
Responsible Areas:

The applicant is required to teach undergraduate students perusing their degrees in Economics
and business courses The professor must be able to fulfill the minimum workload of 12 credits
per semester worth of value. There is also the need for professors to be actively participative in
the academic activities and other social services undertaken by the university.
The required Information and Procedure for application:
(i) An application letter must be filed with all qualifications as well as the reason for
applying to the university
(ii) The hard copy of an updated resume
(iii) The copy of Graduate and Undergraduate as well as other qualification
transcripts.
(iv) A letter with a summary of how the applicant views teaching and his own
teaching philosophy
(v) References(Professional references) ; we expect at least 5 p[professional
references
(vi) Content information
(vii) Visa and other work permits when applicable
Please send the Information to The UK University , 123 Stafford Lane,

b. There is a need to make sure that the advertisements that need to get attention are put up
in the method or mediums that re easily available to the people a person is targeting. For people
who are looking for fresher’s, the job portals and newspapers contain lots of new and fresher’s
joining drives will p [probably be the best option. There is a need to make sure that for a
professor’s recruitment process the advertisement is put into academic papers and are circulated
in newspapers that are large scale. This makes it better for the new and the recruitment
information to be easily available for the people who are being targeted. There is a need to also
make sure that for finding local people or getting attention of the local people, the local
newspaper ads will do better than advertising in national papers. To get more people, who are
currently looking for employment news, getting the same advertisement posted in the official;
university page or the blog might be the best way to get more applicants to join into the drive,.
There is a need to make sure that modern processes like directories and hub portals are also used
in order to reach more people. There is a need to make sure that digital platforms age mostly
really less costly than the point media and it is also the best meted to reach young and tech savvy
crowd. For the specific ad, going for academic papers and the local papers will make it easier as
well as placing the ad on the Website of the university.
c. When we see a hob posting we always see the job specification, which are usually
provided below each job posting providing a through or sometimes a basic inform of what the
coolant needs to possess as an applicant. This alludes to the requirements like academic as well
as the skill set needed to perform the duties that are needed for the specific job role. There is also
the need to make sure that each applicant knows whether they are able to be considered as
eligible for the role or not.

Job Specification for the Role of Professor of Economics: The roles that are to be
fulfilled by the Professor of the Economics department of the University are as below:
(A) The professor needs to teach the students of the university studying in the
Undergraduate terms and in the courses like Business management, Business
studies and economics undergraduates.
(B) Working with students to make squire that different and engaging methods of
working and studding are applied to make learning better.
Specification of the person: There is a need to make sure that the applicant can join from tithe
2017 summer session of the Course and is able to communicate effectively as well as provide
significant amount of help and dedication in the teaching process. The person shall be a
dedicated person who can handle the average work [reassure. Communication is a must features
and iota needs to be effective. The person must also be ales to take active part in social activities
and be abs to create study materials and bet able to guide students.
d. The HR of the University need not be able to implement the new changes and the new ways to
manage the students and teachers and effectively handle the recruitment process. There is a need
to make sure that the best process for recruitment is used, along with diverse strategies to help
the people work in a better way. Candidates must be provided opportunity to have better scope to
learn and also must be provided with the needed ways to connect effectively with others to create
a better network.
Part 3
(a) Training and development are sometimes associated with the same meanings nut they are
not really a substitute of each other. To be precise there is a lot of difference between

what we perceive as training and what can be said as a development. The first and
foremost difference is that training is usually said as a process where the employees are
known to increase the talent of the employees or help them acquire brand new skill set.
The process of development for an employee starts when there is an existing skillet and
the company helps those skills to increase and get better, helping the employee to grow.
The TESCO Company provides their three set of developmental programs in order to
help grow and increase the eligibility and the skills of the employees. This is done
through the method of three carefully planned programmers. These are the Option
Programmed, the development program as well as the Specialized programmed. These
programs are used to help the employees understand their constant need to improve their
skill set and to acquire new skills. There is a huge stress provided to the need for training
in order to have a better and more enhanced understanding of their job roles and
responsibilities, there is also a need for the employees to evaluate and understand the
need for training in their professional lives. There is a need to make sure that the changes
in their workplace or the changes n technology are into impacting their performances and
that they are able to engage in better and increased efforts to keep themselves benefitting
from the enhancement programs provided by the company.
(b) Customers of today are more informed and proactively want to take part in the
developmental as well as the different sections of the work and development processes. It
must be said that information about projects and more clarity creates a confident
customer who is ready to take risks and also confides in your skills to handle a situation.
There is a need for companies to understand how important good customers are this is
realized by TESCO as it provides it’s employed with the best tools to handle all customer

queries and enable them to provide the best quality of services. There is a need for
understanding how Tesco guides its new entrants and reasons them into professionals of
to9morrow. The first step towards a lifestyle of experience is provided to new joiners’
through shadowing process where the employee is provided the opportunity to see and
learn the different aspects of the business through shadowing (closely following) a senior.
There is also the method of using experienced staff to guide new people in TESCO to
take the right decisions and affect the profits of the company.
(c) The training methods used by TESCO are quite diversified and there are various methods
used by the company. There are the different programs that we have already mentioned
earlier which include the three different stages of education provided to the employees.
These are categorized into two different categories. These categories are simple. The first
category is the (i) on the job training process: The on the job training process is
simple, and it generally is the most common process used to train new people and fresher
in the company. This is done through engaging people in the different learning processes
that are all scattered within the company. These opportunities provide interns and new
entrants to know the different aspects of the work as well as understand the process of
training better. There are different coaching methods used by TESCO too, there is a
process called Shadowing, which is when a person closely watches and learns from the
different works done by a senior
(ii) The Off the Job Training process: This is also a common process used by companies like
TESCO. This is when the employee is provided special training or specialized education from
institutions either through the part time classes or away teaching facilities by different
institutions to increase their skills. .

(d) TESCO must make sure that all their employees are skilled and can handle the different
operations with care and this can be done through the method of ‘Identifying Training
Needs’ This can be done through the method of assessing the required needs of the
company and for its future projects beforehand and also evaluate the needs of the people
who are required to be a part of eh projects,. The =n the HR needs to see what skills
might help these people to work more efficiently and provide them with these facilities.
(e) Most company provide the various training programs in the method of structured
programs and this is the best method of training as it provides the most impotent aspects
of training in an organized manner. There are needs for the teams to be able to develop
their skills and also provide the required opportunities to enhance their skills. TESCO
provides them with these opportunities.
(f) All companies look at developmental activities as a scope help employees learn more
skills and in return get the investment they are providing in return as good and better
work. TESCO is a company which likes to provide opportunities for the people in their
workplace to train and make their efforts even more enhanced through the different
enhancement processes and programs. This is a need to understand the method of TESCO
which provides the young team members the opportunity to learn from their seniors and
help themselves grow into their own challenging positions and handle the different
situations within the company. There is a need for understating the TESCO’s efforts to
provide more confidence to its employees by enabling and empowering them.
(g) The employees of TESCO are quite flexible and this is great option that benefits the
company hugely. The need for today’s changing workplace is a workforce theta can
handle change as it occurs and can enhance their skills and efforts to help get more out