Human Resources Management Report: Woodhill College, Tesco, and ITV

This report provides an in-depth analysis of Human Resource Management (HRM) practices, focusing on workforce planning, recruitment, selection, training, and employee relations. The report examines these concepts within the context of Woodhill College, Tesco, and ITV. It explores workforce planning and resourcing for Woodhill College, evaluating the strengths and weaknesses of recruitment and selection methods. The report also includes a sample job advertisement and details job and person specifications. Furthermore, the report addresses training and development in Tesco, analyzing customer expectations and training methods. Finally, it examines employee relations at ITV, discussing key elements of employee legislation and evaluating employee relations.

HUMAN RESOURCES
MANAGEMENT
1

Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................4
TASK 1............................................................................................................................................4
a) Purpose of workforce planning and resourcing for Woodhill College....................................4
b) Strengths and weaknesses of recruitment and selection..........................................................4
c) Functions of HRM...................................................................................................................5
d) Evaluate the strengths and weaknesses...................................................................................5
e) Critically evaluate the strengths and weaknesses....................................................................6
TASK 2............................................................................................................................................6
a) Job advertisement....................................................................................................................6
b) Suitable platform to place advertisement................................................................................7
c) Job specification and person specification..............................................................................7
d) Applying of specific HRM practices.......................................................................................8
PART 2............................................................................................................................................8
TASK 3............................................................................................................................................8
a) Different between training and development..........................................................................8
b) Changes in customers expectation within the Tesco...............................................................9
c) Methods taken by Tesco for conduct training program.........................................................10
d) How training needs are identified within Tesco....................................................................10
e) Benefits of Tesco an employees in offers structure training.................................................11
f) Extended to which training has achieve to return on investment..........................................11
g) Suggest different types of flexibility approaches..................................................................11
M3..............................................................................................................................................12
D2..............................................................................................................................................12
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PART 3..........................................................................................................................................12
TASK 4..........................................................................................................................................12
a) Importance for ITV to maintain good employee relation...................................................12
b) Key elements of employee legislation...................................................................................13
C ) Evaluate key aspects of employee relations........................................................................13
d) Critically evaluates employee relation which influence to ITV............................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................16
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INTRODUCTION
In the current era of globalization, human resource management is considered as an
effective approach which helps in recruiting and selecting employees which results in becoming
valuable asset for firm. Thus, HRM function involves planning, analysing job, identifying
personnel needs, recruiting right person at right job, evaluating performance standards, training
and development etc (Budhwar and Debrah, 2013). Main aim of HR department is to recruit
right personnel for the right job and for this they are required to carry out effective recruitment
and selection process. There are various applicants received for one vacant post and thus HR
manager need to identify significant candidate through selecting them within firm. Present study
discusses different case situations related to Woodhill College, Tesco and ITV and thus
undertakes suitable approaches which aim to fulfill organizational objectives. Further it also
prepares a job advertisement for the vacant post of Information Technology Professor. Thus,
management of College aims to select skilled personnel for the post using suitable platform such
as social media, job portals and newspapers etc.
PART 1
TASK 1
a) Purpose of workforce planning and resourcing for Woodhill College
Workforce planning is considered as the continuous process which helps in identifying
the needs and priorities of organization in order to attain desired results. Therefore, it is essential
for HR department of Woodhill College to identify the needs of personnel and fulfill the same so
that set targets can be attained (Docherty and Nyhan, 2012). The purpose of human resource
planning is to identify the surplus and shortages of personnel in order to maintain balance
between the same. However, through maintaining such balance it helps HR department to recruit
right person for the right job. Further, HR manager regards workforce planning and resourcing
for Woodhill College to recruit right teacher at the right post. It has been identified that College
is facing serious issues regarding resourcing right skilled candidates for the teacher post. Thus,
HR team helps in recruiting skilled professionals and thus attains desired results.
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b) Strengths and weaknesses of recruitment and selection
Following are the strengths and weaknesses of different recruitment and selection
approaches such as-
 Internal approach- Such approach helps in selecting employee from within the firm
itself. It involves promotion, job rotation etc.
Strengths
 It helps in minimizing time and cost of firm as potential candidates are promoted to high
post (Mello, 2014).
 Also, it involves employee referrals as it is best way to hire persons who are trustworthy
and prove beneficial for Woodhill College.
 Internal recruitment also does not require induction training and basic knowledge which
results into performing the given task appropriately (Stredwick, 2013).
Weaknesses
 It affects the inflow of new and fresh talent within firm as existing workers are given
more preference.
 Also, selecting employees who are having personal relationship with managers affects if
they are not suitable of working at the post (Ulrich, 2013).
 External approach- Further, such approach helps in recruiting the employees outside the
firm within the pool of candidates who have applied for the vacant post.
Strengths
 Main strength of firm is to hire skilled fresh candidates from pool of applicants.
 It involves varied choices of candidates from which skilled personnel is selected.
Weaknesses
 It is expensive and time consuming process (Bratton and Gold, 2012)
 It affects current workforce and increases competition among them.
c) Functions of HRM
Human resource management is considered as one of the main function which helps in
recruiting and selecting right person at the right job. Following are the different functions of
HRM such as-
 Staffing- Such function helps in recruiting personnel within Woodhill College and thus
fill the vacant job position (Brewster, Brookes and Gollan, 2015).
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 Health and safety- It is another function which is essential to be undertaken by HR
department of College to carry out appropriate safety regulations so that workers can be
safeguarded from any danger. Through maintaining safety at workplace it helps in
improving the performance of institution (Carbery, Gunnigle and Morley, 2015).
 Compensation- It is essential for human resource management to provide appropriate
compensation and rewards to personnel and thus motivate them to work within College.
It helps in encouraging the skills of workers and thus sustains them within firm for long
term (Dries, 2013).
 Labor and union relations- Moreover, such HRM function helps HR department of
Woodhill College and thus maintain relationship within labor and union so that work
operations can be attained within firm (Vanhala and Stavrou, 2013).
d) Evaluate the strengths and weaknesses
It can be evaluated that main strength and weaknesses of recruitment and selection
approach helps in assessing that both internal and external process helps in attaining best results.
Further, it is crucial for Woodhill College to evaluate the merits and demerits of internal and
external recruitment and selection process. It helps in enhancing the skills and capabilities of
business in market (Nayab, 2015). Moreover, strengths of internal approach assesses that it is
cost effective and quick process in order to promote the candidates within firm. While, main
weaknesses is that fresh candidates are not being hired by firm and thus it lacks Woodhill in
enhancing its operations. Further, main strength evaluated of external process is that it helps in
selected fresh talent from pool of candidates while the weakness is that it consumers lot of time
and money in order to carry out recruitment process.
e) Critically evaluate the strengths and weaknesses
Bratton and Gold (2012), stated that main strength of internal recruitment and selection
approach is that it helps in including candidates who are being referred by existing workers and
thus management can trust them before hiring. However, Carbery, Gunnigle and Morley (2015),
argued that they also possess weaknesses in the form that it reduces the inflow of fresh
candidates within Woodhill College. For example, strength is that recruiting workers internally
also does not require any additional induction training which helps in saving and performing the
task effectively. For instance, another weakness is that selecting unskilled employees who are
relatives influences the performance of College.
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TASK 2
a) Job advertisement
Following is the job advertisement for the post of Information Technology Professor-
VACANCY
INFORMATION TECHNOLOGY PROFESSOR
WOODHILL COLLEGE
There is an urgent requirement of Information Technology Lecturer with in-depth knowledge
and clear concept in the field. Candidates who are willing for the post may apply through
www.woodhilljobs.co.uk or else they can direct visit the College with their latest updated CV
and original documents. Professionals who are already working in teaching profession for more
than 4 years could apply for this post (Dries, 2013).
Roles and responsibilities-
 Make students learn and develop knowledge regarding IT.
 Develop own knowledge through surfing on internet.
 Practical skills of different IT language such as Oracle, C++ and HTML etc.
Skills-
 Well versed in teaching skills
 Presentation skills
 Conflict resolution skills
 Time management skills
Experience- Require candidates who have minimum experience of minimum 4 years of teaching
Information Technology.
Salary- Pound 25000-40000 per month
b) Suitable platform to place advertisement
Following are the different platforms available with Woodhill College to place
advertisement for the vacant post-
 Newspapers and magazines- It is one of the effective platform through which Woodhill
can place the advertisement of IT Professor in newspapers and magazine so that wide
range of potential candidates can be selected (Brewster, Brookes and Gollan, 2015).
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 Digital Media- Further, such platform helps in placing the advertisement using digital
technology such as social media, mobile technology etc. helps in influencing candidates
for the vacant post (Stredwick, 2013).
 Online job portal- It is another suitable platform which helps Woodhill College to place
the advertisement of IT Professor upon online job portal and thus potential personnel can
visit the website for identifying the job description and apply for the post (Ulrich, 2013).
c) Job specification and person specification
Following is the job and person specification for Information Technology Professor such
as-
Job Specification
Post- Information Technology Lecturer
Job description-IT Professor well versed in different languages such as C++, Oracle and HTML
so that students of Woodhill can enhance their knowledge (Mello, 2014).
Experience-
 4 years of experience working at the post of IT Professor.
 Conflict resolution skills
Salary- Pound 25000-40000 per month
Person Specification
Qualification-
 Post Graduate in IT
Skills-
 Effective communication skills
 Presentation skills
 In-depth knowledge related to IT sector
 Well versed with different computer languages such as Oracle, C++ and HTML etc.
Experience- Minimum 4 years of working in IT field
d) Applying of specific HRM practices
It can be stated that carrying out effective HRM practices helps in maintaining effective
surplus and shortages of workforce so that best results can be attained. For instance, Woodhill
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College undertakes effective HRM practices and thus identifies the problem of institution
regarding recruiting skilled personnel for the vacant post (Docherty and Nyhan, 2012). Through
applying all the stated human resource management practices conducts interview process and
selects right person for the job. Woodhill participate in various cultural and social events in order
to encourage the morale of their students and improves the brand reputation of institution in
market.
PART 2
TASK 3
a) Different between training and development
In Tesco following are differences can be considers at workplace which are as follows:
Basis Training Development
Define Training is gives opportunity
to every individual to enhance
their skills and development to
manage business functions
(Muzellec, Ronteau and
Lambkin, 2015).
However, development
considers educational system
which assists to attain overall
growth of workers.
Purpose Training has main purpose to
enhance workers ability
towards Tesco.
With the help of development
the firm can easily gain better
program and knowledge to
increase skills and capabilities
Tribó and Zahra, 2013).
Time Training is short run approach
and process. Thus it consist
for only some time activity
within the firm.
Development program
considers long term process to
attain business objectives
(Surroca, Tribó and Zahra,
2013).
Objectives Training program is helpful to
increase workers
performances and firm
Development program assist
to focus on workers
performances to meet with
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objectives to maintain
business operations (Björkman,
Ehrnrooth and Sumelius, 2013).
future challenges at
workplace.
b) Changes in customers expectation within the Tesco
Changes in customer requirement is creates major impact on Tesco and their operations.
Thus, it is very important for the company to identify customer requirements and their needs.
According to market trends, they have to manage their operations and functions (Paz-Aparicio,
Ricart and Bonache, 2017). In this aspect, they can prepare their products and services to manage
products accordingly. When they are known about market information and customers perception
to manage effective results within Tesco. In UK market there are various changes are
continuously take place which creates major impact on the business. They have to manage
regular information which is related to customers requirements (Björkman, Ehrnrooth and
Sumelius, 2013).
In this context, the firm can easily enhance their results and positive system within the firm.
Tesco can easily set targets and profitability to deliver effective results through operating
different functions. The chosen firm need to take training method to develop targets to attain
profits at workplace (Muzellec, Ronteau and Lambkin, 2015)..
c) Methods taken by Tesco for conduct training program
There are various methods that can be considers by Tesco to manage effectives functions
within the business. In respect to this, following methods can be carry at workplace:
 Coaching: With the help of coaching, manager of Tesco can easily enhance their skills
and capabilities at workplace. In respect to this, the company can easily make
significance at workplace to enhance their skills and capabilities to manage positive
results (Surroca, Tribó and Zahra, 2013).
 Job rotation: In Tesco manager also rotate their employees job in different department
through they can easily manage business objectives and enhance their skills at workplace.
It assists to increase knowledge and capabilities which is related with company system.
 Lecture and conference programs: In order to manage business objectives, Tesco can also
give training to their employees with lecture and seminar. Employees can easily take
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knowledge and skills to increase their efforts to deliver positive results (Björkman,
Ehrnrooth and Sumelius, 2013)..
d) How training needs are identified within Tesco
Training needs in the business are identify through customers requirements. In this aspect,
Tesco assess that their employees are not well behaved and note give effective services at
workplace. If the customers are not satisfied, the cited firm cannot easily manage positive results
and gain business objectives. HR determines various policies and rules to manage positive
outcomes at workplace. Thus, there are various things that need to be considers by the cited firm
to manage objectives at workplace (Björkman, Ehrnrooth and Sumelius, 2013). Workers are
require to manage training program in each area
so that they can easily maintain business objectives and goals. Hence, the business can easily
manage functions and activities to deliver positive outcomes.
Tesco always encourage to their employees to attain business objectives and goals in
systematic manner. Identifying needs are based on customers changes and their requirements so
that the firm need to manage their targets accordingly (Muzellec, Ronteau and Lambkin, 2015).
e) Benefits of Tesco an employees in offers structure training
In order to maintain business functions, structure training program assist to increase skills
and capabilities to manage operations at workplace. With considers training programs, it assist to
different employees at workplace are as follows:
 Benefits to the company: structure training program assist to business, to improve
efficiency and attain goals of the company (Tribó and Zahra, 2013). Desired outcomes
can be manages at workplace in effective manner. Thus, the cited firm can easily set their
targets and profitability.
 Benefits to employees of Tesco: In order to consider structure training in the business,
employees have various benefits. In this aspect, they can easily get different types of
knowledge at workplace. Hence, the company can take profitability at workplace through
developing operations (Björkman, Ehrnrooth and Sumelius, 2013).
f) Extended to which training has achieve to return on investment
In order to develop positive outcomes within the business HR department of Tesco identify
training needs to develop positive results at workplace. Therefore, if personnel are well trained
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within the firm, Tesco can easily achieve their targets and attain return on investment. In this
aspect, manager of the company can also take various advantages which are related with training
program conducted by the firm (Paz-Aparicio, Ricart and Bonache, 2017). In addition to this,
training programs also considers within the firm through fee structure at workplace. Thus,
company can easily get various results to develop their return on investment programs at
workplace. Further, Tesco can also take various profitability which can be manage through
considers various outcomes at workplace.
g) Suggest different types of flexibility approaches
Tesco needs are undertake by various employees at workplace. It assists to manage effective
results and profitability within the business through performs various outcomes and profitability
in the enterprise. In addition to this, flexibility approaches are also helpful to expand the business
through various operations and effective results (Muzellec, Ronteau and Lambkin, 2015)..
Flexible working hours assist to encourage to employees towards the firm operations to maintain
their participation at workplace. Hence, the company can easily achieve their results and
profitability at workplace to maintain effective results. It also helpful to motivate employees
towards the company objectives to attain in systematic manner.
M3
In Tesco different types of training programs are taken at workplace. It assist to enhance
workers capabilities and objectives (Raymond, Singh and Chan, 2013). As results, they can
easily achieve desires results within the firm. With adopting job rotation, the cited firm can
easily enhance workers capabilities through providing them training at workplace. In addition to
this, they can also use coaching and mentoring program which assist to deliver effective results
at workplace. With the help of this method, employees can easily improve their skills and
efficiency at workplace (Björkman, Ehrnrooth and Sumelius, 2013). On the other hand it also
give negative impact on the business in term of de-motivate to them to manage positive results at
workplace.
D2
According to Paz-Aparicio Ricart and Bonache, (2017), it can be stated that in Tesco various
types of HR practices includes training and development programs at workplace which assist to
manage business functions (Paz-Aparicio, Ricart and Bonache, 2017). The cited firm can offer
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