HRM Practices and Workforce Planning: Woodhill College Report

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within the context of Woodhill College. It begins by examining the purpose and role of an HR manager in workforce planning, detailing the responsibilities in recruitment, selection, and overall management of the workforce. The report then evaluates the strengths and weaknesses of the recruitment and selection processes. Furthermore, it explores various HRM practices in a work-related context, including job advertisements and job descriptions, and discusses the benefits of these practices for both employees and employers. The report also delves into the importance of employee relations and their influence on HR decision-making, as well as the key elements of employment legislation and their impact on HRM. Finally, the report concludes with a discussion of different HRM practices aimed at increasing profitability and productivity within the organization. The document provides a detailed overview of HRM functions and their impact on organizational success, supported by practical examples and case studies related to Woodhill College.

Human Resource Management
Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1: TASK 1.............................................................................................................................1

a) Purpose and role of HR manager in workforce planning for Woodhill College....................1
b) Strength and weaknesses of recruitment and selection process..............................................2
Task 2...............................................................................................................................................4
HRM practices in work related context......................................................................................4
a)..................................................................................................................................................4
b).................................................................................................................................................5
c)..................................................................................................................................................5
PART 2............................................................................................................................................7
Task 3..........................................................................................................................................7
a) Benefits for both Employee and employer in different HRM practices.................................7
b).................................................................................................................................................8
c)..................................................................................................................................................8
d) Different HRM practices for increasing profitability and productivity..................................9
PART 3..........................................................................................................................................10
Task 4........................................................................................................................................10
a) Importance of employee relations that influence on HR decision making...........................10
b) Key elements of employment legislation and their impact on HRM decision making........10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management plays a vital role in managing people within organisation.
HR department is important for company as it deals with employees who are working within
firm. It involves various activities such as finding the right or skilled persons for suitable job for
achieving particular goals and objectives (Ariss and Cascio, 2014). HRM can be defined as
effective management as well as proper utilisation of the staff members to attain both;
organisation and individual goals and objectives. This assignment is based on Woodhill College
and Tesco. This report will explain purpose as well as strengths and weaknesses of HRM in
workforce planning. Further, benefits of HRM for both; employees and employer that directly
affect the law of employment and decision making process will be discussed.
PART 1: TASK 1
a) Purpose and role of HR manager in workforce planning for Woodhill College
Planning process is considering entire workforce management as in this defined the
procedure of recruiting, selecting, acquiring and managing the people within an organisation.
Individual requires some qualities, skills and capabilities which will support in achieving
predetermined targets and objectives in effective manner. Human resources play a crucial role in
Woodhill College as they set proper plans and policies as well as take responsibility for
managing the entire team through proper communication in various departments. HR managers
are responsible for resolving all kinds of issues or problems that can occur in the business
operations. They always focus on bringing new innovative ideas and thoughts for the
organisation’s development (Paauwe, 2014). Apart from these, HR manager has the
responsibility to manage as well as maintain healthy relations within firm and ensure about
whole policies and plans for Woodhill education institution.
HRM Functions: Management of people: It is the important duty of a managers that to manage all
employees and provide guidelines to achieve desired goals and get best outcomes.
Woodhill also concentrate on the people management for effective working environment
and analyse different situations or problems for best solutions. HRM is helpful in
developing an organisation as they accepts the changes as per the demand of workplace.
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They also analyse macro and micro environmental factors that directly affect the
business operations. Staffing: It is an important function which managers need to perform as they recruit and
select right candidates with their matching profile so they gather data regarding various
applicants and know about their background. Woodhill is a big education institution and
so, they required skilled staffs for providing better education to the people (Alfes, 2013).
HR manager concentrate on hiring suitable person so that they can perform better and
achieve targets. This function is very useful in enhancing whole performance by
selecting candidates for right job profile. So it helps in maintaining the business
operations in effective manner so that they can achieve goals and objectives. Compensations: Functions and activities are very important that help to attain desired
outcomes as it is the responsibility of HR manager that gives rewards to employees for
their best performance. It consists of various functions such as policy of compensation
including bonus, promotions, incentives, performance appraisal, pension scheme and
many more within enterprise. They play a vital role in managing those policies and make
effective working environment at the workplace.
 Employee relations management: Woodhill College is conscious about their people
management because human resource management is essential for maintaining relations
among team members and they divide the work according to activities and people so it
will helps in creating healthy working environment and conditions. Managers build good
relations by proper communications and regular interaction between employees and
employer so coordination will be strong and they can achieve their set targets.
Purpose of HRM:
Main purpose of human resource management in Woodhill College is to find suitable
candidates and hire the best experts for institution as well as motivate them for grabbing more
opportunities for future development (Armstrong and Taylor, 2014). This education system is
very supportive in providing appraisal as well as incentives for motivating employees and job
quality. Woodhill college is that where HRM is required, although the main aim of purpose is to
maximize the productivity of the organisation and thus using the effectiveness of employees in
their working criteria which help them to attain their profit and goals. Moreover the wood hill
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college is also going with the HRM practises which help them to increase and recruit the better
lecturers in college which is making them to have a proper working.
b) Strength and weaknesses of recruitment and selection process
Recruitment and selections process is most important functions which HR manager
perform as they select best as well as suitable candidates for the job so that they can attain future
goals and objectives. Person should be knowledgeable, skilled and able for performing entire
tasks or work in appropriate manner for getting best outcomes. They are the key people for every
successful business firm because performance are depended on the employee’s capabilities. HR
managers are responsible for finding best employee (Armstrong, 2014). Recruitment process is
defined as the identifications and analysing to people who have abilities for performing
particular task and objectives. On the other side, selections is the process in which candidates
with higher skilled, knowledgeable and capable are selected for effective organisation.
Apart from these, recruitment and selection process is depends on the environmental
factors like changing technologies can affect these procedure as several techniques are
introduced which support in making easy of selecting suitable candidates. As this technologies
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Illustration 1: SWOT Analysis, 2017
(Source: SWOT Analysis, 2017)

are adopted by various firm and they use for hiring as well as recruiting right person for defining
positions. In modern era, HR managers use various approaches for effective department as they
target talented person who have knowledge and good personalities so that they can represent the
company on the front of other. Its another purpose is to increase work performance for effective
productivity as well as profitability in proper manner.
Woodhill college have to select higher skilled person who are able to perform nicely. HR
department should be focus on managing and maintaining the team members so that healthy
relation can be made and employee turnover can be reduce. There are some advantages and
disadvantages of selections and recruitment process which helps in understanding effectively
regarding this procedures such as:
Traditional or internal approach Systematic or modern recruitment approach
Advantages Advantages
This approach is helpful in identifying internal
candidates for specific job for Woodhill
college. In this include the In-house
recruitment process where person can be hired
within organisation as it assist for maintaining
entire functions for increasing validity and
reliability. It is helpful in providing various
benefits for both employee and organisation as
this support in generating profits in the
business operations (Brewster and Hegewisch,
2017). They can enhance their productivity and
profitability.
In-house recruitment helps in providing higher
motivation to the employees for promoting
them.
It is very useful approach because various
organisation believes in adopting modern
recruitment because it helps in hiring skilled or
talented persons for making effective working
environment and increase work productivity.
For the business success, it is require to recruit
best candidates so manager use various tools
and techniques for recruiting employees as
internet and job portals, as it is best method for
effective recruiting and selecting number of
employees.
They should focus on new techniques so that
suitable candidates can be select easily.
Disadvantages Disadvantages
It can be create many problems because of
conflicts which can be occur among employees
In this consider various dependability as well
as confidentiality regarding data or information
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and employer through this recruitment process
with in the firm.
In this there are several issues and problems
that can be arise in selections process such as
skilled and knowledgable persons sometimes
not selected.
that are became void. The Woodhill college
have lots of workers who are performing very
well so they are enough to spread the all
information.
This firm has limited job portal so it prevent
from selecting huge numbers of skilled
candidates.
Task 2
HRM practices in work related context
a)
Job Advertisement
Secondary School Teacher for Woodhill college
Darwin
There is required qualified and eligible employees for the job of teacher who have able to teach
English in co-educational school. Faculty must be knowledgable and skilled who can work hard
and creative person. They should have proper knowledge regarding their field.
Teacher is required for 8-12 standard students and they must be belong from teaching field.
Candidates should have good knowledge about particular subject and have good personality
with strong communication skills.
Interested person can send their resume or CV on email id.
Timing – 10 am to 3 pm
Email Id
HR director
David George
b)
It is beneficial for every organisation to select and recruit suitable and talented candidates from
effective advertisement. So many companies use these tools for creating awareness regarding
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particular job or vacancy. Advertisement can be made for hiring best person as it mention the
proper requirements on different media (Budhwar and Debrah, 2013). It includes print media,
social media, newspapers, templates, hoarding, internet and sites, electronic media etc. they also
prefer many of sources where they can post their ads for attracting more candidates. Advertising
is supportive in hiring and selecting as well as searching talented and skilled candidates who are
able to manage or capable to handle entire team workforce related to job profile in effective
manner.
c)
Job Description
Woodhill college
Address: c/c Atterbury road de Villebois Mareuil
Trumpeter's Pretoria,
0076, South Africa
Date: 25th January, 2018
Time: 9:30 am
Job profile: English Teacher
Country: South Africa
Wages and salary: 50k rand
Summary
There is requirement for skilled and knowledgable faculty for the subject of English and he/she
should be specialised in particular field.
Qualifications
Graduate and Post graduate
Eligibility criteria
 Effective communications skills
 5 year experienced in teaching line
 Proper knowledge of computer
Person Specifications
Name: Mr. George David
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Address: Pretoria street, Emfulini Road, South Africa
Email:
Contact Number:
Career objectives: To grab the opportunities for utilising skills and knowledge and being a part
for the development of educational institution.
Academic Records:
 Graduation
 Master of business administration
Experience:
Have 6 year experience at Menlopark high school
Qualities:
 Communication skills
 Teaching skills
 Basic computer knowledge
 Managerial skills
Declaration:
I Declared that above information are correct and true as per my knowledge.
Woodhill college
c/c Atterbury road and de villebois Mareuil
Trumpeter's, Pretoria, 0076, South Africa
Mrs. David George
Greeting,
Here, we are inform you that you have finalised for the job profile of teacher at secondary
school as a specialised in human resource. Your knowledge and abilities is must be required for
this institution. The joining date is determined which is 29th january2018 and pay scale is
approx 50k rand p.a..
Sincerely
George Davis
HR Manager
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Woodhill College
PART 2
Task 3
a) Benefits for both Employee and employer in different HRM practices
Training and Development
These are the important functions of the human resource department as they organise
training and development programmes for the employees which helps in increasing work
productivity because it enhance the skills and knowledge of person for doing effective task.
Managers always ensure about their workers work performance and analyse training needs. It is
the responsibility of the organisation to provide better training as well as learning session to the
employees who are not able to work in effective manner (Chelladurai and Kerwin2, 017). Tesco
company consider these programs and support to employees by conducting induction and
introduction session so that it can helps in increasing employees morale as well as motivate them
for performing task in effective manner and also it will affect on the changing technology in
educations sector.
Difference between training & development:
On the basis of Training Development
Employee
engagement level
This organised for employees related
with supervisors as well as new
workers.
It is operated and coordinated for
the managerial level.
Duration In this training period is fixed and it is
short time process.
Development is long term process
for developing individual.
Objectives Its main aim is to provide employee
learning session to enhance their skills
and knowledge.
It focus on workers personality and
their future growth for development.
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Meaning It is the process where people get and
acquire knowledge and skills for a
specific job positions
Development consider the learning
and growth that can be use for long
time period.
b)
Training needs
The training is required in company which make them to have proper learning and
through this human resource learn skills, knowledge and ability as well and this is making them
to have a better working. It is defined as the learning sessions are organised in the company for
improving employees performance and it helps in enhancing their knowledge and skills so that
they can attain the desired goals and objectives in better way (Clark, 2016). It will also support in
increasing growth for the firm. Training is supportive in managing business operations as well as
functions for success.
There are some reason for training program such as: develop objectives: This program is must be required for improving the current objectives
of human resource management in the Tesco company. Identifications of barriers and conflicts: Training helps in identifying or analysing
different conflicts which must be overcome by the Tesco company at work place. Enhance the workers: It consider the development of an employees by providing better
training and learning so that skills and knowledge can be enhanced.
Methods of training
There are various methods or ways for organising training and development program for
achieving best outcomes from operations such as: Audit Management: In this, training session organise and evaluate in systematic way so
that external factors can be examined or identified in better way.
 Task analysis: It also helpful in analysing task by gathering various data or information
through training sessions. Task refers to certain things which involves something that has
to be achieved by particular entity. Every department excels in different areas and have
distinct skills they carry. Hence, the task applied to them is according to them.
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The changes in the expectation of customer does also bring changes in the need and
demand of consumer from company TESCO, and organisation has to keep everything in their
supermarket and thus they have to keep the product and services according to customer
expectation from the firm as this help entity to earn higher profit in better manner and thus it
makes them to perform in great manner and make themselves get stable in market as well.
Manpower analysis: This refers to amount of manpower required in any organisation which are
evaluated on the basis of organisational requirement and needs. There are basically two types of
environment that impacts any organisation. They re internal and external factors. This analysis is
very much necessary as they have to identify requirements of personnel effectively. Manpower is
important asset of any company as they are one who will going to achieve their final set target.
Organisational analysis: these involve examining objectives in short run and long run. There are
specific departments presents ion every organisation which contain certain objectives and aims.
It is the responsibility of mangers to create certain objectives and aims that needs to be fulfilled
by them in certain time period.
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