Human Resource Management Report: Woodhill College, TESCO, ITV

This report delves into the core concepts of Human Resource Management (HRM), examining its application within different organizational contexts. The report begins by analyzing workforce planning, recruitment, and selection processes, with a focus on the strengths and weaknesses of various approaches. It then explores job advertisements, job specifications, and person specifications. The report further investigates training and development programs, examining their importance for organizations like TESCO, and analyzes different training methods. Finally, it addresses employee relations, emphasizing the influence of HR decisions on these relations, and the impact of employment legislation. The report uses case studies of Woodhill College, TESCO, and ITV to illustrate these concepts, providing a comprehensive overview of HRM practices and their impact on organizational success.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
a. The purpose of work force planning and the role of HR manager in it..................................4
b. Strength and weakness of different approaches of recruitment and selection........................5
TASK 2............................................................................................................................................6
a. Job advertisement for the role.................................................................................................6
b. Suitable platforms to place an advertisement..........................................................................7
c. Job specification and person specification..............................................................................8
TASK 3............................................................................................................................................9
a. Explanation of difference between training and development................................................9
b. Explanation of change in customers expectation affects on the TESCO and need to train
staff............................................................................................................................................10
c. Methods which is used by the TESCO to train their staff.....................................................10
d. Identification of training needs of the employees.................................................................11
e. The benefits for the TESCO and the employees to providing a structured training program
...................................................................................................................................................12
f. Indication of the extent of return on investment of training..................................................12
g. The types of approaches of flexibility which can be adopted by the TESCO......................13
TASK 4..........................................................................................................................................13
a. Analysis on the importance of good employee relations and influence of HR decisions on it
...................................................................................................................................................13
b. identification and explanation of key elements in the employment legislation and it's
influence on HR decisions........................................................................................................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
A functions which is emphasize to maximize the potentials of the employees in the
organisation(Armitage, Marschke and Plummer, 2008). It is essential for organisation to manage
their employees in an appropriate manner which increases their performance. The HRM tools are
important for managing proper working environment to achieve targets and objectives of the
organisation. Employees have a potential to attain goals of the company in the pre decided time
period. The HRM work for the employees to manage them in proper work according to their
skills and it helps the employees to provide them with better assistance from their employer's. It
helps to improve work force performance and as well as productivity of the organisation. The
present report focuses on the Woodhill College which is suffering from high employee turnover
so they want to apply HRM in their institution to give better work place and positions according
to the skills of the employees. This part talks about HRM in work force planning and strength
and weakness of different recruitment and selection approaches. TESCO is also using HRM to
provide sufficient training to their employees to achieve their objectives and this part is having
details on training and development programs. At last, this report concentrates on ITV which is a
broadcasting company in UK and emphasizes on employee relations with are influenced by HR
decisions(Tarique and Schuler, 2010.). Many types of employment legislation works on HR
decisions.
TASK 1
a. The purpose of work force planning and the role of HR manager in it
Workforce planning is the forecasting process. In this planning entity will manage its
workforce and select their procedures as well. Workforce planning include efficient number of
workers, skills, knowledge, quality of work, ability, performance which assist entity to attain its
objectives. The purpose of Woodhill college with this planning is select their staff, provide work
to them according to their skills. HR of Woodhill college provide adequate number of staff to the
entity with their appropriate skills on the right time at a right place. Workforce planning is a
continuous process which helps company to achieve its objectives or goals(Sun, Aryee and Law,
2007). It helps to manage future contingencies which may or may not be arises with out
planning. The HR plays a important role in a planning process. Workers are the important part of
business. Without employees company is not able to exist. It is a long term planning which

college is need to be follow for attain its goals. Some important roles of HR in planning are as
follows:
 Make strategies regarding workforce in order achieve Woodhill college's goals or
objectives.
 Enhance decision-making process for a better future workforce planning.
 Take long-term decision which company must be used for a long time during its
existence.
 Provide proper number of worker and allot work to them according to their skills and
knowledge(Dowling, 2008).
 Appoint staff of Woodhill college after check proper qualification and their experiences.
 And check ability of work and their performance in a particular division of work.
 HR manager create an environment which provide proper working condition to them.
 Must be provide proper training and developing procedure as well to their employees.
 If HR has real time data of college which guide him to take right decision for a long term
and short term success also it provide opportunity to growth of Woodhill college.
b. Strength and weakness of different approaches of recruitment and selection
Recruitment is the process of selection of perfect worker for a right job. Selection of
workers is based on their qualification and their experience in a particular work. Searching of
employees for a different job profile, departments, divisions and for a vacant place. The process
help an organization to appoint a perfect person for a job vacant. Company may fill up their
vacant position with this procedure. HR managers plays an important role in selection and
searching procedure of employees(Seibert, Wang and Courtright, 2011). The person select
worker according to their skills, knowledge, quality of work, experience and their ability. Some
strengths and weaknesses of Woodhill college in order to appoint employees are as follows:
Strengths
 Woodhill college having their own recruitment procedure which they can use during the
selection.
 They set a permanent procedure for selection process.
 The Woodhill college follow a set procedure like conducting interviews, shortlisted them,
then conduct final interviews and then select employees and allot them their job.
 The organization provide proper training to them for increase quality of work.

 Workers needs to attend the training session for the betterment of their work and help
entity in attaining its goals.
 HR manager checked quality and ability of worker on the basis of their job profile(Guest,
2011).
Weaknesses
 The Woodhill college doesn't have proper selection management.
 As they are not conducting writing test or a test to check their knowledge which create
big chance to select wrong person for a job.
 Not having a proper management for recruitment.
 Not pre-planned any thing for selection.
TASK 2
a. Job advertisement for the role
An advertisement for the job role which is published in a magazine, news paper and
internet. It has all needed details for the job role and this is the initial stage of recruitment
process which is inviting candidates in the organisation for a particular job role. In this, the HR
manager is having significant role make specific job advertisement which is having all the
essential elements which makes positive impact on their target candidates(Rynes, Giluk and
Brown, 2007). As in the Woodhill College, they are having a huge vacancy in the college for
teachers so they have to produce a job advertisement for role of teachers in different subjects.
By this, they can fulfil their vacant seats. A job advertisement is here which is having specific
details for the job role of teachers in the Woodhill College;
JOB ADVERTISEMENT
Date: February 14, 2017.
The Woodhill college inviting qualified candidate's for the role of teachers in different streams;
Subjects Number of vacancies
1. Physics 2
2. Maths 1
3. Biology 1
4. Chemistry 2

Job Profile; The college is looking forward to involve some specialist persons in the team of
teachers which are having specialization in their subjects. Candidates have to be graduated in
their streams and have to be certified by the government to teach in college.
Qualification; PHD in subjects.
Skills; Communicative and confident.
Experience; Two year experience in big structure educational organisation.
Timings; 8 AM- 5 PM
Pay scale; Starting from 2.20 to 4.60 thousand annually.
b. Suitable platforms to place an advertisement
Advertisement is a medium to communicate with target audience so it is having a large to
place it on a suitable platform which is having potentials to covey this advertisement to target
audience(Purcell and Hutchinson, 2007). As the Woodhill college is having requirement of
teachers, they have to place their job advertisement on suitable platforms which has a ability to
convey their information in their target audience, some examples are here;
Magazines; Some magazines are published for recruitment advertisements and
educational magazines can be suitable for the Woodhill College to publish their job
advertisement. Most of the people which are searching for the job use this to know about job
requirements.
Newspapers; It can be a medium to place a job advertisement; this is having a large scope
to deliver information. It is a type of traditional tool to communicate with the audience but it is
not having any types of specific target audience.
Job portals on internet; Internet is having a large area to communicate and most of the
population is using internet for their work. Many types of job portals are available on internet
which is working to provide information about vacancies to unemployed peoples(Paré and
Tremblay, 2007). This is the latest tool which is used by the needed people to search jobs in their
interested fields. Woodhill College have to use this platform to place their job advertisement.

Website; The College is having their own website and they can put their advertisement on
it but it is not having potential to deliver this information in the large area. They have to use this
to just verify their job advertisement(Noe and et.al., 2007.).
c. Job specification and person specification
Job specification is related to roles and responsibilities of a job role and remunerations
for this, as the college is is having requirement of teachers in several subjects. A job specification
is here;
JOB DESCRIPTION
Title: Lecturer
Departments: Maths, Biology, Physics and Chemistry
Reports to: Head of Departments
Grade: Lecturer
Pay Scale: 2.20 – 4.60 Thousand annually
Main purpose of the job: To make researches and practical on the subjects and provide
learning to students on the basis of their courses.
Main duties and responsibilities:
 To provide education to students in their classes according to modules.
 Make a monthly report of each student on the basis of their performance.
 Arrange practical sessions in laboratories to apply their theoretical knowledge in
practical.
 To provide a solutions of queries of the students in the school times and after school
time as well.
Person specification is written document which is having all details of the qualification,
experience, skills and knowledge for a particular job role(Ng, Schweitzer and Lyons, 2010).
These all have to be in the candidate to be shortlisted for the interviews.
PERSON SPECIFICATION
Candidate appointed which is likely have the qualifications, skills and experience listed below;
01. Knowledge
Essential: A strong grip on their subject and clear basics of the subject to support teaching

programmes.
02. Skills
Essential: Oral and written communication skill
Desirable: Time management to complete course in time limits.
03. Qualifications
Essential: PHD in subjects Maths, Physics, Chemistry and Biology
Desirable: Membership in universities where they have pursued their PHD.
04. Experience
Essential: Minimum two years experience of teaching in a college.
Desirable: Having a potential to manage class rooms according to the need to complete
courses.
TASK 3
a. Explanation of difference between training and development
Basis Training Development
Objective Training is the process provide
knowledge, experience, helps
to enhance their skills and
quality of work.
While it a process which
provide opportunity to grow.
Through this process
employees get overall growth.
Term It is a short term process. Development process is the
long term process.
Time It should be based on present
time.
Its on future time.
Motivation Trainer gives motivation to
worker.
Individuals motivates
themselves.
Aim Aim of this process, enhance
quality of work of employees.
It is a forecasting process
which prepare worker for faces
future challenges.

Purpose Purpose of training is Job
oriented.
Purpose of development is
Career oriented.
Persons Training should be provided to
many persons at a time.
Development should be done
for one person at a time.
Provided It is directly provided by
organisation.
It is not directly provided by
organisation.
Procedure It is provide at the initial stage
of work.
While development is a
systematic procedure.
b. Explanation of change in customers expectation affects on the TESCO and need to train staff
Continuous growth is the perfect indication for an organization of a continuous
production and going towards attains its objectives(Mondy and Martocchio, 2016). Every
company needs to continue their production according to expectation of customer. Consumer
wants for a product is the biggest strength of every company. Costumer needs to get updated
version of every product which they used which leads to increase expectations from company. It
is compulsory for an organization increase production of their product and improves its supply.
TESCO used modern technology and upgraded version which helps to maintain their work and
always performed well on costumers satisfaction. The company always try to increase its quality
of work and performance. Cited business entity plays a important role in retailing sector and it
produce lots of product and needs to increase their sales which assists company to maintain its
performance in the market.
TESCO needs to make some changes in it training session for maintain expectation of
customer(Liao and et.al., 2009). When company uses modern technology then it needs a trained
worker for proper handling those machine. The training provides to employees for increase its
production and improve sales management. A main aim of company is to satisfied costumer
needs and meet with their expectation at all point of time. A training provides proper knowledge,
improves their skills, quality of work and ability as well. It is short term process which help
workers to run modern technology, increase production and improves the performance of
company in a market. Training should be provided at the initial stage of work by the
organization(Lengnick-Hall and et.al., 2009). Main purpose of training is not only fulfill

costumer wants but also provide growth to the company or helps to achieve its objectives or
goals.
c. Methods which is used by the TESCO to train their staff
Some important methods of training used by TESCO are as follows:
On the job training- It is methods which is mostly used by TESCO company. When the
employees selected for particular job profile HR directly send them for a training session(Kang,
Morris and Snell, 2007). In this process trained employees for a profile under which they are
selected. Most of the organizations are used this system for increase its performance and improve
production quality. This method of training is profitable for company but for the workers its not
because it increase lots of work pressure. From the first day of training company start working of
their candidates till day decided by company itself.
Off the job Training- In this traditional training session TESCO company organize fixed
days training in which candidates strictly examined by the company. In this training session
workers easily understand their work without any working pressure. It help company to improve
its performance and production capacity(Kang and Snell, 2009). This training consumes more
cost then a On the job training.
Mentoring- TESCO provides mentor to every joining. Mentor is a member of the
company who is experienced. That person monitor the new joiner and instruct him. Mentor help
the workers and instruct him how to complete his work. Mentor check the work is to done by its
employee and aware them about their mistakes.
Coaching- Managers provides coaching to their employees . Manager or a team leader
provide training to their employees and give inspiration to them towards their work.
d. Identification of training needs of the employees
Before start training company needs to identifies needs of training. This is a most
important factor through which company can easily evaluate the difference between existing
training and training needs to be requires in future. Training must be provided to candidates for
improving their performance and buildup their knowledge. At the initial stage TESCO send their
new joiner to the training session and after this company thinks that they need more training then
it send them again for same process(Halpern and et.al., 2008). Some indications for providing
training to their employees are given below:

Mistakes- TESCO having various job profile for work and various divisions as well.
Every department differ from other department and all are having a particular team. Every team
member has team leader who manage work of all the team members. If members done any
mistakes leader can instruct them but if they did same mistake then leader send him for training
again.
Performance- Training must be provided to new joiners for improvement their
performance. Company manage performance level of each member on the daily basis. HR
manager prepare a tabular format with name of each worker and note the level of performance
daily(Guest, 2011). If company examine that performance for any worker is leads to decline each
and every day and he needs some training then company provide training again.
Costumer's satisfaction- Every company run for its costumers only. If costumers are not
satisfies with their product then company identifies the problem and work on that. If TESCO gets
complaint against any of its product then it may try to solve it and if needed provides training to
their employees.
e. The benefits for the TESCO and the employees to providing a structured training program
Training is the gaining of knowledge and skills by new candidates. It improves
performance of workers. Also enhance their quality of work. Training is beneficial for both
employees and company(Collings and Mellahi, 2009). Here benefits for company are as follows:
 TESCO can make its production better and improves its performance in the market.
 Fulfill needs of their costumer by providing better costumer services to them.
 By providing training it increase its supplying capacity and attract more costumer and
meet costumer satisfaction.
Here some benefits for employees are as follows:
 Through the training program employees improves their knowledge, skills, quality of
work and capabilities.
 Employees get extra knowledge during the training.
 New candidates having potential to work but need some guidance through this process.
 Seniors can motivates them towards their job which helps them to concentrate on work.
f. Indication of the extent of return on investment of training
TESCO facing challenges in the market with other reputed companies. So it needs to be
more focused towards production. TESCO needs to be maintain its performance in the market.

Whenever in the market demand of a particular product increases and supply of that product can't
face it. At this situation company needs ti improve its production level and fight with a present
condition of market(Chen and Huang, 2009.). At this stage company used its investment in the
training session. When company increase its production level it may increase profit. If the
company improves its production level it may get some opportunity to earn more profit or it can
generate more revenue. Training can help employees in a hard time and boost up their
confidence regarding their work(Boxall and Purcell, 2011). TESCO can improves its
performance during difficult situation through the training process.
g. The types of approaches of flexibility which can be adopted by the TESCO
Two types of approaches to flexibility is here which is adopted by TESCO for its expansion of
business are as given below:
Work place flexibility- TESCO having several departments and workers are work on
these departments according to their skills. The company can appoint employees for all various
departments(Boxall and Macky, 2009). Send workers in each department according to their
skills, knowledge and performance of work. Different departments are like project, account,
supply, IT and production. Accounts department can assist other department like supply
department in sully system. This can be used for changes in employees regarding to attain
objectives or goals and fulfill needs to customer.
Strategic flexibility- In this approach company can make strategies to enhance their
business activities. Through this TESCO can make some changes in their employees and try to
improves its production level. Company can also make some changes in the working of the
workers. They make strategies for increase number of workers for its performance in the market.
Through which company can meet with the expectation of costumer and fulfill market
needs(Black, Clemmensen and Skov, 2010).
TASK 4
a. Analysis on the importance of good employee relations and influence of HR decisions on it
Employee relations is a base to produce better productivity by the employees in the
organisation. The ITV is having several departments which are having a direct and indirect
connections with the employers and higher management authorities(Bakker and Demerouti,