Human Resource Management Report: Workforce Planning and ITV Relations

This report delves into the core functions of Human Resource Management (HRM), focusing on workforce planning, recruitment, and employee relations within the context of Tesco and Woodhill College. It examines the purpose of workforce planning, the roles of an HR manager, and the strengths and weaknesses of various recruitment and selection approaches, including internal and external methods. The report also includes a sample job advertisement, discusses platforms for advertisement, and provides a job description and person specification. Furthermore, it explores the distinctions between training and development, analyzes Tesco's training methods, and highlights the advantages of a systematic approach for both the company and its employees. The significance of maintaining good employee relations, particularly for ITV, and the influence of employment legislation on HR decision-making are also addressed. The report concludes by emphasizing the importance of effective HRM practices in enhancing organizational productivity and profitability.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
a) Purpose of workforce planning and role of the HR manager.................................................1
b) Strengths and weaknesses of various approaches to recruitment and selection.....................2
TASK 2............................................................................................................................................4
a) Job advertisement....................................................................................................................4
b) Platforms to place advertisement............................................................................................5
c) Job description and person specification................................................................................5
TASK 3............................................................................................................................................7
a) Difference among training and development..........................................................................7
b) Methods of training used by Tesco.........................................................................................8
c) Advantages for Tesco and employees in having a systematic approach...............................9
d) Effectiveness of Tesco’s training and development practice................................................10
TASK 4..........................................................................................................................................11
a) Importance for ITV to maintain good employee relations....................................................11
b) Key elements of employment legislation and influences ITV’s HR decision making.........12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management is an organisational function which focuses on the
management, hiring and also providing proper direction to staff members which are working in
an organisation. Human resource department is designed to increase the performance level of
employees in service of strategic objectives of manager. Manager of human resource organises
different activities as well as functions which are concerned with the employees like for an
instance orientation, compensation, training and development, selection and many others (Bacon
and Voss, 2012). HR manager enhances the motivational level of employees so that they will
sustain for a long time period in an organisation. This present assignment is based on Tesco and
Woodhill College. Tesco is a retail company and it is a multinational grocery organisation. On
the other hand, Woodhill is an educational institution which provides various kinds of courses to
students. The present report mentions about different functions and purposes of Human Resource
Management and it is applicable to resourcing and workforce planning. An effectiveness of
various HRM practices in context of increasing organisational productivity and profit will be
discussed in the given report as well. Significance of employee relation which affect decision
making of HRM will also be discussed in this report.
TASK 1
a) Purpose of workforce planning and role of the HR manager
Workforce planning is a process of managing, acquiring and sustaining skilled staff
members which give their contribution in achieving the aim and goals of firm within specific
time period (Alfes and et. al, 2013). This is a continuous procedure which is used to align
priorities and needs of firm with workforce to assure that it can meet its regulatory and
production needs as well as the objectives of firm. In addition to Woodhill College that Human
Resource Management explains an adequate plans as well as policies which will helps in
maintaining communication between all functions which can enhance efficiency and
effectiveness of an organisation. Workforce planning is the main function of HRM and it is
concerned with systematic identification and measure that what a firm is going to require in the
form of experience, skills, size, types and knowledge of its workforce in order to accomplishing
its main objectives. It is helpful in determining the present and future needs of staff members and
also exploring cost – effective as well as appropriate methods to retain those employees.

The main purpose of workforce planning is to ensure that business firm has adequate
supply of staff members with knowledge, skills and also experience needed to accomplish set
objectives in a systematic and proper manner (Brewster and Hegewisch, 2017). In an
organisation, human resource manager works on maximising the productivity of business firm by
increasing skills of staff members. There are some roles of HR manager with regard to
resourcing and workforce planning which are given as below:
Figurehead role of manager- Figurehead is an important role of employers which inspire
the staff members in a business firm so that they can focus on organisational objectives in a
proper manner. Manager is that person who performs many duties and responsibilities like for an
instance welcome the official visitors, sign legal documents and also many others. In this
context, it is the main role of manager to communicate policies of company to employees and
take effective decisions which are in the favour of staff members. It is necessary that manager
should recruit those staff members which have an ability of doing the job in a proper way.
Leadership role- It is necessary for the manager to guide its staff members and also
develop better coordination in between different departments for doing any change. It includes
recruitment, selection, training, increasing performance level of employees, etc. For enhancing
the skills, knowledge and working ability of employees, it is necessary for manager to provide
effectual training to them.
Monitor role- It is important that manager should monitor as well as control the activities
and working performance of staff members (Daley, 2012). It will be helpful in enhancing
development and productivity of organisation.
Workforce planning is fully systematic and it is also an integrated process of company in
which included proactively planning to neglect the shortages and surplus tales. It is necessary
that workforce planning should be effective and in case it will not be effective then its impact
will be bad on business.
There are some benefits of workforce planning given below:
Employee relation- Behind appointing a new employee, workforce planning is helpful
for business in sustaining staff members at workplace in an effective manner. With the help of
this turnover of business firm can be enhanced.
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Neglecting the disruptions and delays- Workforce planning is helpful in avoiding any
kind of disruptions and also delays which can develop an affect in profit of business. It allows a
business firm to achieving the gaols if manufacturing with the help of skilled labour.
b) Strengths and weaknesses of various approaches to recruitment and selection
Recruitment is the primary function of HRM. It refers to a process of calling, short
listing, selection and then appointing capable persons for the vacant positions. The process of
recruitment is positive in comparison to selection. In this, company invites a large number of
people to fill all vacant positions in an organisation. It is a necessary process which an
organisation perform for achieving the gaols and set targets of firm. On the other hand, selection
is a negative process because in this, HR manager selects only those persons which are able to
perform their job among all employees. From this, they get demotivated.
Human Resource Management should an ability to determine skills as well as talent staff
members for the particular job profile. There are two different approaches of recruitment and
selection and these are internal and external. (DeNisi, Wilson and Biteman, 2014). Woodhill
College uses internal and also external system of recruitment. It is important that management of
Woodhill College should determine the strengths and weaknesses of modern and traditional
approaches in order to take effective and appropriate decisions in the favour of organisation.
Internal recruitment- Under this, firm selects the person from inside of an organisation.
It is helpful in enchaining motivational level of existing employees.
External recruitment- In this, company gives chance to fresh talent so that they can use
their competencies and also knowledge in an effective or better manner.
Internal Recruitment External Recruitment
Strengths Strengths
 This approach is used by Woodhill
College in which current or internal
staff members are selected to fill the
vacant position. It is a kind of
promotion. It helps in increasing the
 In this kind of approach, firm invites
people for the purpose of filling vacant
positions from outside of an
organisation. In addition to this,
manager of human resource uses
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motivation level of employees in an
organisation. Main benefit of this kind
of approach is that it is very much
reliable in nature and enhances the
morale of staff members to perform in a
well manner for enhancing profit of
company.
 It will be helpful in maximising the
performance level of staff members and
work on achieving organisational goals
in an effective manner and within
specific time period.
 This approach is cost and also, time
saving.
internet or advertisement for assessing
job portals which helps in searching
more candidates in an easy way.
 Its main advantage is that company
provides the chance to fresh talents for
using their skills as well as knowledge.
Weaknesses Weaknesses
 Enhance dissatisfaction in other
existing employees at workplace.
 Conflict will be arise.
 The main disadvantage of this approach
is that selection is for limited time
period and some of the other skilled
staff members are not chosen.
 It is an expensive as well as time taken
approach.
 IN this, there is a single job portal and
from this company can not select the
large number of worker s at same time.
According to these strengths and weaknesses, manager of Woodhill college should
develop its effective strategies as well as policies in order to recruit capable and skilled staff
members for accomplishing aims and goals of firm with in a specific period of time (Farndale
and Kelliher, 2013).
In order to selection of new candidates, there are three main methods given below:
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Application forms- It is a method to gathering written information regarding
qualification, working experience present and past of applicants. There is a form given to an
applicant about filling all information about itself.
Strengths:
 Compare the experience and skills of various applicants.
Weakness:
 It is costly in making and sending to applicants.
Employment interviews- It is an effective way of exchanging information among an
interviewer and applicant related to suitability if applicants and their interest in job. Under this an
interviewer takes deep interview of candidate to know about it.
Strength: It is helpful in know about capabilities of candidate to perform a particular job.
Weakness:
 Demotivate people because of scrutiny.
Aptitude tests- With the help of this test, company can know about the knowledge and
IQ test of candidates and also given them score on the basis of this test.
Strengths:
 It is helpful in negated the cultural impacts.
Weaknesses:
 Psychological effect can be negatively impact in performance level of candidates.
TASK 2
a) Job advertisement
JOB OPPORTUNITY
Woodhill college wants to invite motivated, knowledgeable, capable and skilled person for
the purpose of filling vacant position in Pretoria, South Africa.
Vacancy- HR Manager
Skills and Education
 Should have PGDM or the master degree in Human Resource.
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 Good leadership and also effective communication skills.
 Effective inter personal skills and well as good confidence.
 Know about the uses of Ms- office in proper manner.
Experience – Should be of 2-3 years in following areas:
 Labour law
 Know about taxation.
 Developing and executing policies of Human Resource.
Those persons which are interested can drop their CV on college website and
that is [e-mail] and call at 120155866.b) Platforms to place advertisement
In order to aware the people about the job advertisement , Woodhill college uses different
methods for publish its job advertisement and these are:
 Newspapers
 Social network sites like for an instance Facebook.
 Bulletin board
 Job portals
With the help of all these methods, HR manager can find skilled as well as talented
persons which are able to handle their roles and responsibilities in a systematic or proper manner.
It will be helpful in determining those people which are capable to perform that vacant position
in Woodhill college.
c) Job description and person specification
Job Description
Organisation Name Woodhill College
Job Designation Human Resource Manager
Location Pretoria, South Africa
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Reporting To Top authority (Director)
Roles and Responsibilities  Know about preparing effective strategies for
achieving long term objectives in an effectual or
systematic manner.
 Give proper training to staff members which raises
their skills, knowledge and also productivity.
 Build inter-personal skills and maintains strong
relationship between management and employee.
Working Hours 10: 00am to 6:00 pm
Salary 8500 Pound per month
Working Facilities College gives compensation, flexible working hours and
benefits to its staff members.
Person Specification
Name: Jasmine Mandela
Contact no.: 1125712
Email: [e-mail]
Qualification:
Degree College/ School Percentage
MBA Cambridge University 72.00%
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Graduation in BBA Cambridge University 68.00%
Senior Secondary School of London 88.00%
Secondary eduaction School of London 84.00%
Prsona information:
Father's name: Keth Mandela
Mother's name: Kethine Mandela
Achievements:
 Awarded as the employee of month in previous firm.
 Got first position in debate competition.
TASK 3
a) Difference among training and development
Training and development both are the necessary part of Human resource function.
Training- It is helpful for staff members to learn particular skills or knowledge in order to make
improvement their performance in exiting roles (Gelens and et. al., 2013). It is related to
increasing a particular skill and it is a part of development. It is regarded to rising competencies,
skills and also capabilities of staff members in a proper and effective manner. It is an effective
tools which helps in increasing working efficiency of staff members to achieving organisational
objectives. It is necessary that manager of Tesco should provide training to its employees on
specific time period other wise it will develop negative impact on business. Training is important
to keep all staff remembers update with latest technologies and trends which are necessary to
survive under this competitive business environment.
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Development- It refers to the overall grooming of a person (Gill and Meyer, 2011). It is a
systematic and proper use of technical as well as scientific knowledge to meet particular needs
and aims.
There are some different among training and development given below as above:
Training Development
It refers to enhancing a specific skill,
knowledge of employees.
Over all grooming of staff members.
Training is for middle or lower level
employees.
It is for the top authority.
It is a short term activity. It is long term activity and under this
objectives are ongoing and open ended.
IT is related with the job oriented. Concerned with career oriented.
Training uses organized as well as systematic
process through which the no- managerial
employees learn technical skills and
knowledge for definite reason.
Development uses organised and also
systematic purpose through which managerial
employees can learn theoretical and conceptual
knowledge for the general purpose.
In context to increasing skills or working abilities of staff members, it is necessary for
manager of Tesco to conduct better and effective training programmes (Hendry, 2012). It will
helps in enhancing their motivational level as well as morale. From this employees will be
sustain at workplace for long period of time.
b) Methods of training used by Tesco
Tesco company conduct training and development at workplace in order to improving
skills as well as working performance of employees in an effective manner. Training helps in
maximising productivity level of employees along with an organisation. Training is an effective
tools which can bring employees in to that position here they can do their work or job in a right
manner. It refers to an art of maximising current skills of workers through preparing specific
tasks or activities in a systematic manner (Hwang and Ng, 2013). It is necessary that manager
should increase motivation of staff members and also monitor their performance level. At the
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time of taking any necessary decision or executing policies at workplace, manager should
include its staff members. There are some reasons of needs of training given below:
Increase productivity- It is necessary for Tesco firm to enhance productivity and also
minimize the production cost in order to compete with its strong competitors (Difference
Between On-the-job and Off-the-job training, 2018). Effective training ill be helpful in
enhancing development of employees through imparting necessary skills.
Up gradation of technology- Tesco company uses the new technology in its production
process as well as operations. So in context to this it is essential for manager of Tesco firm to
provide training to its staff members about the latest technology and also provide them proper
guidelines so that they can work without any issues (Knowles, Holton III and Swanson, 2014).
Determining problems and conflicts- Both terms develop negative impacts on the
development and sales of business. So, it is essential for manager to identify all the problems and
then try to make proper solution and making positive environment.
There are two methods of training one is on the job training and other other is off the job
training. Both are very effective and beneficial methods for business. In off the job training
method, firm provides training to employees inside company but in off the job training, company
gives training to staff members from outside company such as conferencing, seminars,
workshops many many more. But in context to this, Tesco company uses On the job training
method because through this employees can learn from its seniors about the working of firm
(Marchington and et. al., 2016). It will helps in providing many advantages to business like:
 It is very cost effective
 IN firm, trainer and trainee both know each other.
 It helps in give contribution towards growth or productivity of firm in an effective
manner.
 Enhance job satisfaction of staff members.
Identification of training needs:
Training is helpful in achieving needs an organisational objectives in a given time period.
It is helpful in increasing skills and core competencies of staff members at workplace in order to
increase their working performance. There are some identification of training needs:
Organisational analysis- Under this after setting up the objectives, there is a need of
training arise. It main motive to determine the training areas to enhancing effectiveness of firm.
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