Human Resource Management Report: Recruitment, Training, & Employment

This report provides a comprehensive analysis of human resource management (HRM) practices, focusing on recruitment and selection strategies for Woodhill College, training and development methods employed by Tesco, and employee relations within ITV. The report explores workforce planning, the strengths and weaknesses of different recruitment approaches, and the role of HRM in achieving business objectives. It includes a job advertisement, job and person specifications, and a rationale for platform selection. The report also examines the differences between training and development, the impact of customer expectations on training needs, and the benefits of training programs. Furthermore, it addresses the importance of employee relations, key elements of employment legislation, and the influence of these factors on HRM decision-making. The report concludes with an overview of HRM practices, including recruitment, selection, training, and employment relationships within the context of the given case studies.

Human Resource Management

Contents
Introduction....................................................................................................................................................3
Part 1: Recruitment and Selection:................................................................................................................3
Task 1- Knowledge (LO 1)............................................................................................................................3
a) Purpose of workforce planning and the role of HR manager on this issue and resourcing for
Woodhill college.......................................................................................................................................3
b) Strengths and Weaknesses of different approaches of recruitment and selection process:.................4
c) Functions of HRM which can provide talent and skills to fulfill the business objectives...................5
D and e) Critical Evaluation strengths and Weaknesses of different approaches of recruitment and
selection process with example:...............................................................................................................6
Task: 02- Application (LO 4)........................................................................................................................7
a) Job Advertisement for the lecturer on Human Resource Management on Woodhill College:............7
b) Platform to place the Advertisement:...................................................................................................8
c) Job and Person Specification for the role:............................................................................................8
M5) Rationale for the selection of your chosen platform.......................................................................10
Task 3 (LO 2)...............................................................................................................................................10
a) The difference between the training and development.......................................................................10
b) The changes in customer expectations affected Tesco and its need to train staff:.............................10
c) Methods of training used by Tesco....................................................................................................11
d) Benefits for Tesco and the employees with the training program that structured by the Tesco........12
e) Training that help to return of investment..........................................................................................12
M3) Different Methods, Their Strengths and Weakness used By Tesco...............................................12
(D2) Tesco’s HRM practices with regards to training, development, Flexibility and Rewards at Tesco
................................................................................................................................................................13
PART 3 - Employment relationship............................................................................................................13
Task 4 (LO 3)...............................................................................................................................................13
a) Importance of ITV to maintain good employee relations and its influence their HR decisions........13
b) Key elements in the employment legislations....................................................................................14
(M4) c) Key aspects of Employment Legislation affects HRM decesion making in ITV ....................16
(D3) d) Employee relations and applications of HRM practices in ITV that influence decsion making
in the organization..................................................................................................................................16
Conclusion...................................................................................................................................................16
Reference:....................................................................................................................................................17

Introduction
The maximum utilization of skills and competencies available in the organisation and
recruitment and selection as well as training and development of new workforce is the process
managed by human resource management (Meredith Belbin 2011). In this report the areas will
be covered for recruitment and selection strategies of The Woodhill College of United Kingdom.
The college is currently facing shortage of teaching vacancies and how to fill them in less time
will be shown in the report. In another scenario the benefits of efficient and effective training
and development methods applied by Tesco to its workforce will be determine so that the
organisation expands and grow in the positive directions and build trust with new and existing
customers. The different methods to accomplish an effective employee relations in the
organisation will results in harmonious and peaceful environment in ITV organisation will also
cover in the report.
Part 1: Recruitment and Selection:
Task 1- Knowledge (LO 1)
a) Purpose of workforce planning and the role of HR manager on this issue and resourcing for
Woodhill college
Workforce planning defines the terms that helps business or organization to get right
people on right time with the exact skills that need for the task on right place. In here the right
people refers to the employees that should be recruit in a right number to run the business or
organization and the cost of these employees should to adequate with the business financial
condition. So they should be employed under the right and flexible contact that the company can
afford. This workforce planning helps business to identify the present needs of staffs and also
shows the future needs of workforce to run the business successfully. So it shows the gap within
the present and future workforce position of the business or the organization that will relates to
achieve its goals and objectives. Human resource management has more responsibility to
identify and judge the right amount of workforce that need at present time as well as have to
understand its future workforce needs for the business. So, HR manager has more responsibility
to do this task by analyzing and understanding the workforce need and make a plan to achieve
the business goals and objectives (Rouse, 2016)
Woodhill college is one of the reputed college in UK and it has branches in UK. Also, they are
become one of the demanding college in UK because of their reputation and success rate. So,
more students are taking admission and to fulfil the requirements this college need to increase
the number of staffs, teachers to achieve the goals of their organization(Laursen, K. and Foss
2003). To do this, HR manager plays a vital role because he should understand and identify the
right number and skill of workers need to work for them and the employees that they might need
in the future.

Steps to make planning:
There are some steps that need to follow to do the workforce planning by HR manager of
Woodhill college. The steps are-
First HR manager of Woodhill college need to analyse the organizational plan for the recent
years of this college (Kehoe, and Wright 2013). Then HR manager need to determine the
demand of the resources to implement the plan. To do this sometime they need to modify or
make any change on organization structure and productivity. As, Woodhill college giving more
chance to getting admission for students so they definitely need more staffs and lecturers. Also,
they should concern their costs to recruit new employees.
So HR manager should have a view on the financial position of the organization and then need to
set the tuition fees and apply for the Govt. and outside help to run their institution.
HR manager should understand the demand and supply of the other resources that relates with
employees on the institution. They should identify the gap between supply and demand and take
measures to fulfil these gaps.
b) Strengths and Weaknesses of different approaches of recruitment and selection process:
The existing recruitment and selection process of this institution is like-
They give the job vacancy and candidates submit their CV according to job vacancies and after
that HR manager identifies the most eligible candidates by judging the CV according to job
requirements and gives call to attend the interview. On interview candidates are asked different
questions like why they applied for this job, their knowledge about this college, their interest on
the subject, the deals with disruptive students, how they will contribute this college, their future
plan for a certain time being etc. then most of the applicants are asked to do a 10-minute
presentation about their interest of any subject. (Gusdorf, 2012).
After that interview the interview board which is made by at least 2 interviewers they judge and
make the criteria of these interviewers like A, B, C and they call the A rated means highest
marked interviewee to attend the induction day while the panel members are not offered any
training about the selection process.
Strengths of recruiting and selecting employees in external way that Woodhill college follows:
 It’s a recruiting and selection process that organization can do to hire people from outside
the organization without promoting the notice in the organization. Strengths of this
process are-
 This process is more effective to provide more chance to applicants to apply and it
strengthens the selection board by providing right candidate for the right post.
 It also gives fresh outlook of the organization about their recruitment and selection
process
 This process helps organization to get fresh talents and it also motivates the employees
inside the organization to force them more goal oriented to reach the promotional level

 This process helps to identify more skillful candidates from outside to the organization.
Weaknesses of recruiting and selecting employees in external way that Woodhill college
follows:
 Sometime it proves costly and longer on time to hire the people for the organization
 Sometime current employees can feel demotivated because they can think that they might
have less chance of promotion
 Sometime more applicants with same skills give tough task for the selection board to
select the perfect candidates.
For example: most of the Uk retails shop are following external recruitment and selecting
process to run their business and reach their goals and objective of their organization.
c) Functions of HRM which can provide talent and skills to fulfill the business objectives
 Human Resource Planning – The determination of the number and kind of employees
needed to achieve business goals is human resource planning. In simple it means to
appoint the right candidate to right kind of work which best describe his qualification and
he can use his skills to fulfill the task and target,
 Organising- Relationships are established among the employees so that they can work
together as a team to accomplish the organisational goals and targets.
 Recruitment and Selection- Recruiting of candidates via sources such as internal and
external and selecting them on the basis of there job profile and qualification.
 Training and development- Training is provided to the new employees in order to raise
there skills and competencies which can benefit to achieve the organisational goals and
targets. Overall development of new and existing employees is the major function played
by human resource management.
 Employee Welfare- The services and benefits provided to employee by organisation for
their well being. This helps to increase the motivation and sense of belongingness
towards organisation.
D and e) Critical Evaluation strengths and Weaknesses of different approaches of recruitment
and selection process with example:
Strength of the internal recruitment and selecting process:
 Internal selecting process that the employment opportunity is fulfilled by the internal or
inside of the organization.(Wright and McMahan, 1992.) There are many companies that
running with this process and there are some advantages to run this process (Richard,
2015). These are-
 It helps employees inside the organization to change their job position according to their
skills
 This process helps HR manager to take less time to do the selection
 Most of the time they don’t need to arrange separate training programs for the employees

 Employees having the proper knowledge about the organization and its goals so it helps
them to run new job on more efficiently
 This process proves cost effective for the organization
 It helps HR manager to make quick decision
Challenges and weaknesses of the internal recruitment and selecting process:
 There are some disadvantages and weaknesses of this process. These are-
 This process not giving chance to recruit fresh bloods to the organization
 All the systems are updating day by day so new people can take the organization on the
next level but this process can’t allow that.
 It does not show the clear view of recruitment process to the external world
 Organization can miss more skilful candidates by without searching them externally
 It reduces the innovative ideas of new peoples
 Sometime it really shows difficulty to find right person for the right place
Example of Internal source of recruitment- Most of the curry houses in UK uses the internal
source of recruitment like employee recommendation, notice board at factory gate etc.
Strength and Weaknesses of External Source of Recruitment
Strengths-
 More Choice- With the availablity of large pool of talents and qualified candidates, the
organisation can select the suitable candidates for the right post
 Fresh Talent- It facilitate fresh talent to enter in the corporate world. It encourages the
inflow of new ideas, skills and competencies.
 Competitive Advantage- In the continuing growing of the competition every organisation
wants best workforce it to earn maximum profit. External source of recruitment provides
with best and qualified talent to organisation to meet there manpower requirement.
Weakness
 Incurred Heavy Cost- External source is expensive to the organisation as it requires extra
cost for vaccancy announcement and advertisement.
 Demoralisation of existing employees- When the employees are selected from outside
force the existing employees feels dissatisfaction.
 Not Certain Response- Candidates do not apply for the jobs due to lack of information
provided by the organisation.
Example- Many large scale organisation in UK prefer external source like Campus Recruitment,
Management Consultants, Advertisement and online portals to fill the vacant post.
Output:

After analysing all these issues and the strengths and the weaknesses of external and internal
recruitment and selecting process it shows that “Woodhill College” running their recruitment
and selecting process by external way but the board is not well trained to selecting the right
person(Havton, 2011). So, they should give some training increasing their efficiency level to
choose the best person for the position what will help the college to run their process more
effectively and it will help them to reach their goals and objectives.
Task: 02- Application (LO 4)
a) Job Advertisement for the lecturer on Human Resource Management on Woodhill College:
Career Opportunity
Woodhil College invites applications for the post of lecturer for Human Resource
Management:-
Post Qualifications/Experience
Lecturer
HRM
Qualification- Masters degree on relevant subject are more preferable while
Horns Degree holders can also apply
Experience – Minimum 2-3 years.
Age- Minimum 25 years and Maximum 35 years.
Bio Data along with CV, two photographs, attested copies of testimonials should be sent to HR
manager of Woodhill College, East London, 1, ABC Road.
Only short listed candidates will be called for interview.
b) Platform to place the Advertisement:
At present technology gives more opportunities to applicants and panel board of
recruitment and selection by offering advertisement on online. It proves cost management for the
organization and also it helps to manage to judge the application in a less time (Mellinger, 2014).
So this job advertisement should place to online with the different links. Firstly, it should with
the college online career tab and also can be link with different online job agencies like- Indeed
job.co.uk, Jobperdio and there are lots of online agencies that helps candidates that suits with the
criteria of the similar job and also helps to apply over online without any hassle. There also some
link like social media like “LinkedIn” that now helps candidates and the selection board both to
find the perfect job and perfect employee for the job.
Also the CV that selection board get from them it’s easy to scan and skim to get the most eligible
candidates in a short list so it helps them to manage the time and cost both on the same time.
This online resources and the digital platforms includes social networking helps improving the
recruitment process by managing time, costs, improving efficiency, storage the records etc.

c) Job and Person Specification for the role:
Lecturer on Human Resource Management at Woodhill College, London, United Kingdom.
Description:
The main purpose of this position is to cover different modules of the Human Resource
Management from the introduction level to its deep level of this subject. The candidates must
have the experience within the following subject specially need to have knowledge about overall
fundamental topics of business administration and the Business Management(Haines and Petit,
1997). Candidates need to have post graduate degree with subsequent experience on this field
will get more favor.
Key Responsibilities:
 Facilitate to the learning, lecturing, assessments and research
 Should preparation the quality notes and helpful additional study related materials.
 All learning materials need to be standard quality.
 General academic administration.
 Participation on different development of professional opportunities.
 Contribution and implementation of different innovation of teaching and learning
strategies, including using of technology enhanced learning methodologies.
 Participate in different activities relates with research and projects to keep abreast of
newest developments in trends in subject fields.
Core Competence:
 Different knowledges of using technologies like MS OFFICE and Google Suite
 Experience and skills on administration
 Communicational skills
 Interpersonal skills
 Analytical ability
 Presentation skills
 Problem solving skills
 Organizing, planning skills
 Working experience
 Candidate must be show patience, composure, approachable
Experience:
 Specialist on Human Resource Management and related Business Management fields
 Professional knowledge outside these areas

 Functional and technological knowledge
 Student supervising experience
 Formulation of research proposal of research project
 Experience on relevant experience
 Experience on mentoring the attendance and the deadlines of the assessment
 Improved communication skills
 Innovative
 Decision making experience on emergency
Qualifications:
Masters degree on relevant subject are more preferable while Horns Degree holders can also
apply
Specialization on Subjects: Human Resource Management, Business Management, Quantitative
Techniques. Economics etc.
Primary Location: AB-CD – London
Work Location: Woodhill College, East London, 1, ABC Road,
Organization: Growth
Employee status: Full Time
Job Type: Standard
Shift: Day time
Job Posting: 26/01/2017
M5) Rationale for the selection of your chosen platform
In recent year, continuous growth and development can be seen in recruiting workforce
from online sources. Candidates post their resumes and curriculum vitae on online portals
(Schule and Jackson). The Woodhill College also use online source of recruitment and advertise
all the teaching positions on the website i.e. jobs.ac.uk. Candidates apply for the post by
registering on this website. Technology lays an extreme impact on recruitment and selection
process as it reduce cost and time of organization and also gives a pool of information of many
candidates at one click. Thus reducing efforts and results in improvement and selection process
of Woodhill College.
Task 3 (LO 2)
a) The difference between the training and development
There are some issues that makes clear difference between training and development.

Training can be defined as the way of learning by the set of skills or the actions or the behaviour.
It helps to improve the job skills and improving the performance. It’s a short time process to
improve the skills. Also to do this leadership is not mandatory. This process happens to get
knowledge on any specific task. The main purpose the training is to improve productivity and
flexibility of work force. Also it helps to develop working capability. (Morrison, 2015)
On the other hand, development is a long term process. It includes educational and theoretical
concepts. It is based on more general and specific tasks oriented. The main purpose of
development is to make the management and leadership more productive. There is many
research that shows that the development process helps to improve the performance of managers.
b) The changes in customer expectations affected Tesco and its need to train staff:
The changes in customer expectations affected Tesco that impacts to need to train the
staffs to make them efficient so that they can meet the customer requirements.
As Tesco is about to open some new outlets in various locations where they will make many new
customers. To meet customers needs and requirement Tesco has to train there staff properly and
according to the skills they feel their employees need to be acquired with. To do that staffs need
to trained on different technical skills and competencies because in store and non-store based
posts can require these skills. Also, the employees that have different skills that will help Tesco
to work with more flexible way to improve the productivity
Also, Tesco is trying to develop the leadership because they are increasing their number of
stores, so ultimately their staffs number is increasing so they need more staffs that with
leadership skills who can make decisions on emergency and can continue good communication
among the staffs and managers.
c) Methods of training used by Tesco
There is some different method that Tesco applies and offering their employees. These
are-
On the job training (OJT)- Training is provided to the employee while he is doing the actual job
by a professional trainer or from an experienced employee. It means providing learning and
guidance to develop skills and competencies that are need by employee to perform a particular
job. It includes -
 Mentoring
 Coaching
 Job Rotation
 Job Instructional Training (JIT)
Off the job training- Tesco give training to their employees away from their normal working
place. The organization provide enjoyable way of learning skills such as management and
building relationship with other employer and employees. Common methods are
 Role Playing

 Sensitivity Training
 Discussion Methods
 Brainstorming
 Field Trip
Training needs identification
There are different ways to identify the needs of training. These are:
 By judging the present skills of the employees
 By identifying the gap between skill or knowledge of the staffs on business
 To take the business move forward by acquiring new skills
 By analyzing the performance of the employees
 By analyzing cost-benefit
 Tesco is using 360-degree appraisal
d) Benefits for Tesco and the employees with the training program that structured by the Tesco
 Training programs will help to improve customer service
 It will inspire customer confidence.
 It will help to do personal development on their employees
 It will help to reach their goals and objectives.
 It helps to improve motivation of employees
 Increase the job satisfaction
 Increase the innovative skills
 It will reduce employees’ turnover.
e) Training that help to return of investment
On the job training refers the direct training process to the worktime. By applying this,
managers can monitor the progress and help the trainee on real time. So employees can be
become more productive by this training method (Carmeli and Schaubroeck, 2011). Also it is bit
cheaper than other training programs
Off the job training refers to arrange training programs outside the job time or it can be outside
the job place. On this process many trainees can be trained at a time but it is costlier and not
related with the real time workforce.
Strength and weaknesses of Tesco training programs:

There are many strength of the training programs that Tesco is running that, it helps to improve
skills, motivational level, productivity, customer service etc. it also shows the cost effective for
them to run their business effectively.
There are some weaknesses of their training process. Because they are using a huge amount of
money to train their employees. Also, it is not effective on all the time so on some extent and
some t raining methods like off time training shows costly as the return of their investment.
M3) Different Methods, Their Strengths and Weakness used By Tesco
 Coaching- In Tesco organisation coaching is used as On The Job training methods where
experience member guides the new recruits so that they face no problems in there work
and work collectively towards attainment of organisational goals(Boella. and Goss-
Turner 2013). For Example, Senior Manager guiding the junior manager of Tesco about
his roles and responsibilities.
Strength of coaching- Reduce cost of training of the organisation as the senior and experience
member do it voluntary.
Weakness- Diverts the time of the senior employee and he unable to focus on his work
 Job Rotation- In Tesco periodically shifitng of employees takes place so that they can
grow their skills in various fields as well. For example, In transferring HR executive to
Unit 2 of Tesco.
Strength- Provides an opportunity to broaden one's knowledge
Weakness- Creates disruptions as it creates a break in the work of the employee and he feels
difficulty to proceed again.
 Role Playing- In the end of the month Tesco organises a session in which training is
given to employees by role playing. They gave certain roles to employees and employees
have to play those roles to enhance their skills and capabilites. For Example, Role
playing of manager, employee and customer to understand the concept of work.
Strength- It help to energizing the employees and also focuses on problems which are very real
in nature.
Weakness- Employees feels shy and avoid role play training. It can become too much fun which
results in disruption of task.
 Brainstorming- Tesco Corporation holds a group discussion at times like introduction of
new product or policies to produce more ideas. The best idea has been selected and
implemented (Knowles, Holton III and Swanson, 2014). For example, Brainstorming for
the name and title for new product Tesco is about to launch.
Strength- It involves each and every employee of the segment and more ideas can be generated.
Weakness- Creates conflicts of ideas between employees as every employee consider his idea to
be best.