Human Resource Management Report for Woodhill College HRM Module

This comprehensive Human Resource Management (HRM) report examines key aspects of workforce planning, recruitment, training, and employee relations within the context of Woodhill College. The report begins by defining the purpose of workforce planning and the essential role of the HR manager in ensuring effective staffing. It then evaluates the strengths and weaknesses of various recruitment and selection approaches. The report also includes a job advertisement for an Education Administrator, detailing required skills and responsibilities, and suggests suitable platforms for its dissemination. Furthermore, the report differentiates between training and development, identifies training needs and methods used by Tesco, and analyzes the benefits of a systematic approach to training and development, including its impact on return on investment. The report concludes by highlighting the importance of good employee relationships and key elements of employment legislation within the HR decision-making process.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
TASK 1(LO1)..................................................................................................................................1
a) Explain purpose of workforce planning and the role of HR manager in it (P1)................1
b) Strength and weaknesses of the various approaches to recruitment and selection (P2)....2
TASK 2 (LO4).................................................................................................................................4
P7............................................................................................................................................4
a) Job advertisement for Education Administrator ................................................................4
b) Suitable platform to place advertisement...........................................................................5
c) Job description and person specification............................................................................5
PART 2............................................................................................................................................7
TASK 3(LO2)..................................................................................................................................7
P3............................................................................................................................................7
a) Explain difference between training and development......................................................7
b) Identification of the training needs and methods of training used by Tesco.....................8
c) Benefits for Tesco and the employees in having the systematic approach to training and
development...........................................................................................................................9
P4. Effectiveness of Tesco's training and developmental practice for return of investment..9
PART 3..........................................................................................................................................10
TASK 4 (LO3)...............................................................................................................................10
P5. Importance of good employee relationship and its effect on the decision-making process
of the HR department. .........................................................................................................10
P6. Key elements of employment legislation and its effect on the HR decision making.....11
CONCLUSION:.............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
The Human Resource Management (HRM) plays a very crucial role in the management
of the company or a business organisation. They not only work to recruit and place an employee
in a business firm but also, look after the training processes and their performance management.
Various organisations have been taken into consideration and have been discussed as per the
requirements (Armstrong and Taylor, 2014). The report focuses on the importance of the
workforce planning and the role of HR Manager in it. Furthermore, various recruitment
approaches and the training process have been discussed with its importance in the ROI. Also,
the employee's relationship and influence of HR on the decision making have been elucidated.
Besides this, various employee legislation have been taken in consideration.
PART 1
TASK 1(LO1)
a) Explain purpose of workforce planning and the role of HR manager in it (P1)
Woodhill College is an organisation that works in the education sector. For the past year,
the company had seen the expanding growth but along with that, it is experiencing a high staff
turnover due to absence of a clear HR policy and workforce planning. An effective workforce
planning and resourcing is very necessary at Woodhill college to sustain the present staff at the
workplace. An effective workforce planning will help the company in recruitment of the right
and skilled employee to the right place at the right time (Marchington and et.al., 2016). This
helps the organisation to gain long as well as the short-term goals to get a better sustainability. It
covers range of activities that includes succession planning, flexible working and job designing.
The HR plays a very crucial role in the implementation of the workforce planning in Woodhill
College. The teaching staff of the Woodhill college will provide the best of their knowledge to
the students that will help the college to maintain the standard of the education in the institute.
Apart from teaching, they will conduct various assessment of the students to know their strength
and weaknesses and taking suitable measures to improve their skills.
The effective workforce planning is being done in an organisation like Woodhill college
on the two stages: operational and strategic. The operational workforce planning is being held on
the individual level by the HR management and is basically incorporated on the day to day
operations. The operational workforce planning will be used at Woodhill College to develop
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effective work schedules to maintain the productivity and work efficiency of the staff (Jackson,
Schuler and Jiang, K., 2014). The operational workforce planning will be held at the Woodhill
college to distribute the effective work staff effectively among all the divisions and departments
of college. This will help the organisation to identify the staff gap, the job functions and the
processes that are needed to be eliminated. This will help the existing employees at the Woodhill
college to get a better job satisfaction.
Strategic workforce planning helps the organisation to deal with the yearly basis issues
that are needed to be taken into consideration. It covers all the aspects of Woodhill College. It
will help the HR department of the organisation to manage and predict the departure of the staff
from the business firm and analyse the growth in the requirements of the company (Brewster,
and et.al., 2016). It helps the company to determine the resources that will be required by the
labour and implementing an effective strategy to sustain the workforce in the company. It will
help the organisation to provide its customers with the best of the job satisfaction and meeting
the requirement criteria of Woodhill College. Apart from this, the organisation will adopt various
strategies and measures to ensure the sustainability of its employees so that the work process of
Woodhill College is not disrupted. Other than this, the HR department of the organisation will
also look after the changes in the recruitment and the selection process at Woodhill College.
The HR managers at Woodhill college will play a very crucial role in the improvement of
the HR policies as well as the workforce planning of the company. They will look after the
improvement in the work quality of the company and meeting the labour as well as the
operational needs of the company. In addition, they will identify the gap in the workforce and
will help the company to fulfil its requirements by staffing and recruiting the efficient employees
which will work for the sustainable development of the organisation (Armstrong and Taylor,
2014). Besides this, they will analyse the work condition in the company and will find and adopt
the suitable measures and strategies that have been taken in consideration by the HR manager at
Woodhill College. They will see through it that the measures that have been taken in the
organisation for the betterment are being implemented correctly. Besides this, they will
implement the effective changes in the recruitment and the selection process of Woodhill
College in order to gain a better and skilled staff with sustainability. Besides this, the managers
will also play a major role in the improvement of the teaching and students experience by
conducting a regular training, seminars and events to improve the quality of the education at
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Woodhill college. Also, this will give the students a fair exposure to various aspects of
education.
b) Strength and weaknesses of the various approaches to recruitment and selection (P2)
Various recruitment and selection processes are being taken into consideration by the
company to gain a better set of skilled as well as the knowledgeable employee's or the workforce
that will help the company to fulfil its market requirements. The HR department of Woodhill
College will look after the effective running of the business that will help the company to gain
better profitability and productivity. Some major approaches used by the HR of the Woodhill
college are:
 In house recruitment: The in-house recruitment policy helps the company or
organisation like Woodhill college to gain a better idea about their recruiting
requirements and helps the HR department to choose the best of the employees, who
fulfils the eligibility criteria. It includes the support of the internal recruiters who will act
like a support for the HR department and will look after the efficient handling of
recruitment process. Other is the Employee referral approach which includes the
referencing of a potential employee or candidate by the existing employee of the
Woodhill College (Brewster, and et.al., 2016). In this method, an employee leaving the
organisation will refer a substitute on its place to the organisation. It will help the
organisation like Woodhill College to manage the functions of the organisation without
compromising the workforce. It will help the company to handle the work load without
affecting the work efficiency of the organisation. But there is a major problem of the
uncertainty about the efficiency of the new employee who have been recruited.
 Outsourcing: In this, the organisation like Woodhill College will outsource the
employees or the workforce from other organisation to manage their work process. It will
help the company to manage its work load without compromising the work quality. The
outsourced employees are usually experienced but are needed to provide with the
induction and basic training to make them familiar with the work process of the
organisation. The quality of the performance of the outsourced employee will be deeply
in doubt. Apart from this, the outsourcing of the employees is very cost exhausting
process.
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 Employment agencies: It includes the organisations like traditional recruiter and Niche
recruiter. They will conduct the recruitment drive for the company and will provide the
organisations like Woodhill College with the employee that meet their requirements on a
larger basis. They will help the company to sort out the best of the employees from the
pool of candidates, that meet their requirement criteria (Knies and et.al., 2015). But they
have charges for the recruitment process which may not be economical for the
organisation.
 Internal Recruitment services: This will include the HR department of an organisation
who will work accordingly to meet the requirements of the company. They will look after
the best measures to be taken in consideration by Woodhill College to get the best of the
workforce. But this process is quite time extensive and requires a lot of resources to carry
out the recruitment and selection process. It includes the various measures of the
interview process like telephonic interview, personal interview and psychometric tests
like aptitude assessment test, logical reasoning test and analysis of soft skills. This will
help the company to get the better idea of the knowledge and skill set of the candidate
that will help him to function at the work place.
TASK 2 (LO4)
P7
a) Job advertisement for Education Administrator
Job profile: Education Administrator at Woodhill College
Skills Required:
 Able to work in Higher education institutions or college like Woodhill College.
 Able to travel locally as well as abroad, if necessary, for conferences and trainings.
 Able to communicate (Oral and written) and collaborate with foreign institutions.
 Able to work freelance in quality assurance, marketing, training and project
management.
 Team working skills along with basic IT knowledge.
 Able to manage time and resources.
Salary and wages: Very good pay scale of £24,000 with other facilities like accommodation
etc.
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Responsibilities:
 Working with committees like educational boards, governing bodies and task group.
 Assisting the recruitment and selection process at the educational institution.
 Arranging effective lectures, training programs and other facilities for the students.
 Coordinating in the examination as well as the assessment process of the institution.
 Provide high quality assurance in course evaluation and approval procedures.
 Use the information system and prepare the effective reports and statistics for internal
as well as the external assessment.
 Contributing in policy and planning.
 Management of budgets and ensure financial system.
 Communicate with partner institution and external agencies.
 Organise and facilitates a variety of educational or social activities.
b) Suitable platform to place advertisement
With the advancement of the time, various platforms can be used to post the
advertisement to get the reach to a larger number of employee's. Some major platforms are:
 Social media: the social media is one of the most famous and wide spread platform that
is easily accessible to the people. The Woodhill college can place the advertisement on
social media platform to increase its reach (Chelladurai and Kerwin, 2017).
 Print media: Being the traditional platform, it is still widely spread and is one of the
popular media to place he advertisement by Woodhill College.
 Electronic media: The electronic media is a popular medium to broadcast the details of
the advertisement of the requirement by Woodhill College.
c) Job description and person specification
Job profile: Education Administrator at Woodhill College
Job description: They will look after the administrative duties at the educational institution
like colleges. They look after that the educational programs that are been held in an institution
are been managed effectively.
Responsibilities:
 Working with committees like educational boards, governing bodies and task group.
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 Assisting the recruitment and selection process at the educational institution.
 Arranging effective lectures, training programs and other facilities for the students.
 Coordinating in the examination as well as the assessment process of the institution.
 Provide high quality assurance in course evaluation and approval procedures.
 Use the information system and prepare the effective reports and statistics for internal
as well as the external assessment.
 Contributing in policy and planning.
 Management of budgets and ensure financial system.
 Communicate with partner institution and external agencies.
 Organise and facilitates a variety of educational or social activities.
Qualifications:
 Masters degree in related field.
 Bachelors degree in related field
 Other certified course
 Basic IT knowledge
Skills Required:
 Able to work in Higher education institutions or college like Woodhill College.
 Ready to travel locally as well as abroad, if necessary, for conferences and trainings.
 Soft and communication (Oral and written) skills to collaborate with foreign institutions.
 Able to control the factors that can affect the performance of the organisation.
 Team working skills along with basic IT knowledge.
 Able to manage time and resources.
 Soft speaking and must have a non discriminative nature and behaviour.
 Honest and Hard working with smart approach towards work.
 Must be able to work in team and coordination.
Personal Specification:
Criteria Essential Desirable
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Qualifications/Attainments 
Knowledge & Experience 
Competencies & Skills
such as
Problem Solving Skills 
Communication Skills 
Ability to work volunteer 
IT Experiences 
PART 2
TASK 3(LO2)
P3
a) Explain difference between training and development
The difference between the training and the development process lies in the timing and
the process of implementation.
Training Development
 The training process helps the
organisation to carry out the critical
skills and understanding
 The development process helps the
organisation to prepare its employees
for an additional job role for the long
term.
 It provides the knowledge transfer to a
group or department at the work place
to improve their efficiency.
 Development process helps the
organisation like Tesco to be more
personalized experience.
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 It includes the processes like
workshops, classes or seminars that
have a beginning date and an end.
 It includes the processes like
certification courses, job rotation,
coaching and mentoring.
 It is a short-term process that focuses
on the present, job oriented growth of
the employee.
 It is a long-term process that helps the
individual to get a career oriented
growth to focus on future.
 It is specifically related to provide the
group of employees an idea about the
particular job at Tesco.
 It will help the employee or the worker
of the Tesco to get conceptual and
general idea about work.
 In a training process, the group of the
employees get motivated from the
trainer or the coach, which guides
them.
 In a development process, individual
employee gets self-motivated to
perform well at the organisation.
 The training process will help the group
of employees to learn the key skills that
are been required by a group to perform
a task. Many individuals collectively
attain a training process.
 The development process includes the
individuals to get an idea about its
capabilities and meet the requirement
of the career. In this, the individual
follows a self-assessment approach.
 It is basically conducted for the newer
employees to get the work done and get
an exposure for the requirements of the
job.
 Development process is usually held
for the existing employees of the
organisations like Tesco to improve the
work skills.
b) Identification of the training needs and methods of training used by Tesco
The goal of Tesco is to provide the best of the services to its customers. In addition, it
works to achieve those goals and provide the best of the services to the customers by improving
the quality of the services and work efficiency of the employees at the work place. Tesco
considers many factors that have been taken into consideration such as:
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 The growth of the customers’ demands and market competition is one of the major
factors that are required to be taken into consideration by Tesco to identify the need of
the training process for its employee's (Purce, 2014).
 To identify the requirement of the shortage of skills in the organisation that can affect the
overall performance of the organisation like Tesco. This will make the HR department of
Tesco to take the effective training measures for the improvement of the employees.
 Tesco will look after the new employees on the new or the existing outlets of the
company; they are well trained in order to meet the customers’ requirements on larger
basis.
Such factors help the organisation to cope up and adopt the effective training measures
that are to be taken in consideration to meet the employees as well as the customers’
requirements. A well-trained employee will help in company's sustainable growth. Thus, it
adopts the best of the training processes which includes systematic approach of On-the job as
well as off the job training. The on the job training will help Tesco to improve the employees’
skills and knowledge about the work processes. On the other hand, Off the job training helps the
company to improve the customer employee relationships. This helps the employees to get the
personal as well as the professional development of the employees.
c) Benefits for Tesco and the employees in having the systematic approach to training and
development
The systematic approach of On-the job as well as Off-the job helps the company to get a
better idea about its requirement and meet the requirements of the market, employees and the
customers of Tesco.
 It will help the employees of the business firm to develop a sense of ownership and
responsibility in the company. The employees will relate to each other and will help the
company to take effective measures that will help the company to gain a better
productivity.
 The employees at the outlets of the cited organisation will be working in the more
effective, organised and flexible way towards work. The training will improve their work
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efficiency and will help them to get a better idea about their capability and scope of
improvement.
 The systematic approach of the training process will also help the organisation to gain a
better idea about the need of its customers and this will help the company to guide its
employees to meet the requirements of the employees.
P4. Effectiveness of Tesco's training and developmental practice for return of investment.
The systematic and structured training process helps the company to gain a better
productivity that will help Tesco to achieve a better profitability. The efficient execution of the
training process at the cited firm will help the company to gain a better idea about the work
efficiency that will help the company to get a better ROI. An efficient training will help the
employees to work better and handle the work processes in more efficient and professional
manner (Riley, 2014). This will help the business organisation to improve its productivity or the
work process in a very efficient manner. The structured program of training will help the
company, to not only to sustain in the existing market but also to explore the new market
segment that can prove beneficial for the company in getting better productivity and profit
margin. The increase in the productivity will help the company to get a better customer
satisfaction level and profit margin. This will also generate a better scope for the company to
gain a better Return of Investment, laid by the stakeholders and the investors. The better Return
of Investment will help the company to have a better brand image in the market and help the
company to have a better understanding of the requirements of the customers to take appropriate
measure to fulfil them.
Conclusion
Thus, we can conclude that the systematic training approach helps the company to have a
better share of market and meet the requirement of the customers and help them to meet the
improvement criteria. The efficient implementation of the training processes at Tesco will also
help the company to gain better productivity and the profitability by increasing the overall sales
of the product or services of the company in a better way. In this way, the business firm will
build a goodwill with its customers and will be able to achieve a better ROI and profit margin. It
will help the company to gain a positive rise in the sales volume of the company and increase the
overall profit margin of the cited firm. The structured training program will help the company to
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gain a better share of the market in a very effective way. The customer satisfaction level will
improve and will help the company to meet its targeted return of investment.
PART 3
TASK 4 (LO3)
P5. Importance of good employee relationship and its effect on the decision-making process of
the HR department.
The efficient and good employee relationship measures are very important for the
company to be taken into consideration (Jackson, Schuler and Jiang, 2014). A good employee
relationship will help the ITV to meet its client’s requirements and fulfil them in a very effective
way. The employee relationship approach of ITV is deeply based on the engagement of the
employees in the operations of the company. The company uses various approaches of employee
engagement like collective bargaining, taking help from the employee's representatives and
direct involvement of the employees in the decision-making process. Various technical
communication process helps the company to connect with its employees and get the information
in regard to various business issues, reviews of an individual development at ITV, arranging the
meetings, workshops and seminars for the development of the employees and building a better
relation of the manager with its individual employee's. The major reason behind engaging of the
employees in such high extent is the constant change in the work methods and practices of the
ITV.
The use of the approach of collective bargaining helps the company to get the employee's
concern and agreement in order to adopt the new work practices. It will help the employees to
get involved in the decision making process and helps ITV to implement this changes in a better
way. It involves the better management of the employee communication and effective HR
policies. The company works with the various unions that will look after the management of the
employee's. This deeply affects the decision making process of the HR by effecting the overall
employee engagement on a higher level. The engagement will help the company to manage the
employee's relationship and involvement in the decision making process in a very effective
manner (Jackson, Schuler and Jiang, 2014). The HR department of ITV will look after the
implementation of the work processes like collective bargaining and consulting the elected
employee representative's, that are required to be taken into consideration in order to gain a
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better employee trust towards the company. The HR department of the ITV will set out the
proposals of the employee engagement in the organisation and take into the accountability of the
various responses that helps the HR department to decide the suitable actions, that are needed to
be taken in order to have a better and efficient management of the work processes.
P6. Key elements of employment legislation and its effect on the HR decision making.
The employment legislation contains the effective rules and set of processes that are to be
taken into consideration by the ITV to improve the work quality of the employees and to secure
their rights at work place in order to ensure that they work efficiently. It consists of various laws
and factors that are needed to be taken into consideration by ITV (Purce, 2014). Also, this legal
factors make a deep impact on the decision making of the HR department at ITV. Various factors
are been taken into consideration to manage the legislation process at the ITV that are:
 Equality: Under the Employment Equity Act, 1995, the ITV is liable to form a better
work plan in order to maintain the equality at the work place. The HR department of ITV
is liable to treat all its employee's in an equal and non discriminated way. This will not
only help the company to gain a better idea about the work practices but will also provide
the employees a better work experience and chance of development.
 New reform: Apart from this, in 2018, various reforms will be carried out in
Employment laws such as increase in National minimum wages and Sick pay, increase in
Income tax allowance and rise in State pension rates.
 Data Protection: The data or the information is very important for an organisation like
ITV. The HR department will look after the effective planning of the Data protection at
company and will also make it clear about its importance in the contract with the
employee's so that they do not use unlawful methods to get access to important data of
ITV (Riley, 2014).
 Health and Safety: The Safety at the Workplace Act will see through it that the
employer company, i.e. ITV is able to provide the employee's with the safe and secure
work environment. Also, the HR department will include into the contract, the details
about any sort of risk involved while performing the job and will look after the
compensation process for the employees, in case of any accident at work space.
Besides this the HR department will have certain contractual responsibilities that will
help the company to build a better relationship with its employees. Apart from this, the contract
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that will be decided by the HR department of ITV helps the employees to gain a better idea about
the functionality of the company and the processes that are taken in order to gain the profitability
at the company.
CONCLUSION:
Thus, from the report it can be concluded that the HR management at an organisation
plays a very crucial role in the management of the company. They will not only look after the
work force planning but will also analyse the various approaches of recruitment and selection
process. From the report it can be said that, systematic approach of training and development is
required to be taken into consideration. Also, the importance of good employee relationship
measures and its effect of HR decision making processes are been discussed and various
legislative elements are been considered in the report. Besides this, the job advertisement
regarding a job role in education sector including job description and personal requirements is
been discussed.
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REFERENCES
Books and journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey.
Brewster, C., and et.al., 2016. International human resource management.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. Academy of Management Annals. 8(1). pp.1-56.
Knies, E. and et.al., 2015. Special issue of International Journal of Human Resource
Management: Strategic human resource management and public sector performance.
Marchington, M., and et.al., 2016. Human resource management at work.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Reiche, B.S., Mendenhall, M.E. and Stahl, G.K. eds., 2016. Readings and cases in international
human resource management.
Riley, M., 2014. Human resource management in the hospitality and tourism industry.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Tenhiälä, A., and et.al., 2016. The Research‐Practice gap in human resource management: A
Cross‐Cultural study. Human Resource Management. 55(2). pp.179-200.
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