Strategic HRM Report: A Case Study of Woodhill, Tesco & ITV

This report provides an analysis of Human Resource Management (HRM) practices within three distinct organizations: Woodhill College, Tesco, and ITV. The Woodhill College section focuses on workforce planning, recruitment, and selection processes, highlighting the strengths and weaknesses of internal and external recruitment strategies. It also addresses the role of HRM in fulfilling business objectives and includes a job advertisement example. The Tesco section discusses the variations between training and development, customer expectations, and the importance of staff training. Finally, the ITV section explores aspects related to HRM, though the details are less extensive in the provided content. The report emphasizes the importance of effective HRM in organizational growth and competitiveness, providing insights into the challenges and strategies employed by these organizations. Desklib provides this document as part of its collection of student-contributed assignments and study resources.

Human resource management

Human resource management
Contents
Part 1 Woodhill College..............................................................................................................................3
Part 2 Tesco.................................................................................................................................................7
Part 3 ITV..................................................................................................................................................12
References.................................................................................................................................................16
Page 2 of 19

Human resource management
Part 1 Woodhill College
Workforce planning is one of the most important signs of every organization. However, if the
question is about a college, workforce plays a great role in developing the students and teacher’s
relation. Workforce planning is a continuous process which is aligned to meet the priorities of
the organization. The workforce planning is also a great tool to measure and meet the regulatory
and legal aspects of government within the organization. The planning is also mentioned the
organizational objectives while meeting the legislative requirements.
This report will be looking at the significant importance and impact of Human Resource
Management on the organization such as Woodhill College. This section of the assignment will
be considering how effective workforce planning can contribute to the effective development and
growth of Woodhill College and the organization as a whole.
Planning and Resourcing for Woodhill College
The recruitment and selection process are different from its meaning. Recruitment stands for
interviewing, screening and pooling the best candidates for the selection process. However, on
the other hand, selection stands for checking the best able candidates from the recruited
candidates. In this process, interviewer checks for the references, and the abilities of the
candidates for the selected job role. Thus, this is the final step of hiring a candidate for any job
position.
However, Woodhill College is a renowned college in South Africa. The college is currently
experiencing some organization difficulties which seem to call for urgent attention. The college
Page 3 of 19

Human resource management
has also being experiencing a significant number of employee turnover. The college has also
decided to employ a new HR manager that can help turn the situation of things around. Some of
the responsibilities of the prospective new HR manager will be to look at the reasons and
likeable solution to the increasing number of the current employee turnover and the HR manager
will also be considering a well-structured recruitment and selection processes.
Strength and Weakness of Internal and External Recruitment and selection Processes
Internal Recruitment and selection process
Strength
 Internal recruitment and selection process can engage employee morality.
 It can also produce hard working employees who are ambitious.
Weakness
 The knowledge becomes narrow. There is no chance of getting a new talent (Axinn and
Pearce, 2006).
 Internal recruitment and selection process can also increase high cost for employees.
External Recruitment and Selection Process
Strength
Page 4 of 19

Human resource management
 There are wide choices for candidates which can produce great talent
 There will be a competitive spirit within the organization. Thus, the workforce will be
increased.
Weakness
 There will be a great chance of adaptation issues for the new employees in the new
working culture.
 The process lessens the morality of existing employees.
However, taking the external recruitment and selection process will be better for the
organization to avoid the conflicts. This will develop the organizational diversity and
culture. Depending on the strengths and issues, the issues will be ignorable. However,
reducing the employee conflicts will increase the competitiveness. In this way, the
organization will get more workable employee.
The function of HR will be first filtering the submitted CVs minutely. The perfect one should be
nominated by this working strategy. After that the selected candidates will be called for
interview(Alshenqeeti, 2014). At the interview section HR department will do their ultimate job
which will be to interview the candidate. Here the candidates would have to answer some
questions like below:
 Why the candidates are willing for the vacancy.
 What is the knowledge of the candidate about the college?
 Which will be those subjects the candidate will enjoy to teach most and the least as well?
 How would the dealing be with those students who are disruptive?
Page 5 of 19

Human resource management
 What would be that contributions of the candidates at the college.
 What will be the candidates’ next five years plan?
After this portion the HR department of the college will go for the next level of filtering the
candidates through a presentation of ten minutes over any of the subjects candidates are willing
for. When these procedures get an end, HR department will bring their internal job. Final
selection procedure meets the finishing line here, the HR will find the best among those
candidates and give them grades on A, B and C where A will be the highest mark and C will be
the lowest one(Axinn and Pearce, 2006). Through this entire process HR will find the best
candidates to the college.
Functions of HRM to fulfill the business objectives
HRM works on the developing and the betterment of the Woodhill College so that they
would have to recruit the teaching staffs very carefully. They have to follow some of specific
protocol by which the HRM section will judge the candidate at a very short overview. The
work of HRM would be not so easy and they have to make sure that they will find out the
perfect candidates as teaching employer.
At very short time duration the HRM has to select them where they can judge on the
candidates skills, talents, closeness to the job, depth on the subject he or she would taught
and following. The basic and fundamental objective of HRM will be to provide the best
teacher to the Woodhill College by a secure and differentiating method of recruiting(Axinn
and Pearce, 2006).
Strength and Weakness
Page 6 of 19

Human resource management
Strength
 Recruiting and selection procedure gets a concise meeting with the candidates like their
educational experience, address, photo uniqueness and others.
 It helps to recognize the candidates actually that their approaches are false or not.
 How the candidates are eager towards the college can be recognized at this phase.
 The candidates, who are not worthy, can be preventable by the help of this modus
operandi(Alshenqeeti, 2014).
Weakness
 This procedure is unwell to find each restriction of the candidates.
 Much information can be gained throughout the course but a lot of of them left intact.
 When the course requirements to take a little phase of time, the judgments also have to
make very quick and it cannot be the proper one.
Examples
So many of the examples can be given here; if one of the candidates is very good at
educational level but not so at his or her previous life or history which can put an impact on the
institutions and students too. Or any of the candidates can be very good at teaching but fails at
the interview stage just for not having a well educational record. Like these there are so many f
examples which can be given(Brightman, 2000).
Thus from the above passage it is quite clear that the human resource mangment of the
company is one of the most important aspect that the management of the company should be
Page 7 of 19

Human resource management
aware of for the betterment of the company or the business of the company. both the strengths
and weaknesses of the human resource management of the company are the factors that the
company would have to be more concerned of. If the management of the company can maintain
all the required guidelines it would be easier for the company to get success.
Job Advertisement
Our school is searching for a teacher of anthropology as well as nutrition. The candidates
have to submit their CVs through online and have to make a registration first. After the
verifications of those CVs, selected one would get email from the school. After that they would
be called for a GD or group discussion. Later some of them would be informed for the interview
panel. At interview desk they would be asked some questions which would be following:
 Why the candidates are willing for the vacancy.
 What is the knowledge of the candidate about the school?
 Which will be those subjects the candidate will enjoy to teach most and the least as well?
 How would the dealing be with those students who are disruptive?
 What would be that contributions of the candidates at the school.
 What will be the candidates’ next five years plan?
After this the candidates would be allowed to provide a 5 minutes presentation upon
anthropology and nutrition distinctively. Among them, the selected ones will be informed
further.
Placing the advertisement
Page 8 of 19

Human resource management
The advertisements will be placed on print media like newspaper, billings, brochures,
leaflets, kiosk etcetera. Other than this, they can be advertised at online websites, traffics.
Electronic media like television may also be used(Brightman, 2000).
Person and job specification
The mentioned job is about to teach the students anthropology and nutrition. The
applicants have to have a well academic record, qualification on the subjects. Besides
teaching, the teacher has to put an eye on the kitchen section of the school as he or she is a
nutritionist as well, the allowances will be perfect to mark of it. The applicants have to be
polite in manner as well as consisted with high personality with a dynamic behavior(Byrne,
2001).
Rationale for the applicants
HRM would have to recognize the perfect teacher among the applicants, at very short
time sequence HRM must identify the best one. Applicants’ academic qualification should be
much higher, minimum level of Masters on both of the subjects should be required. The
applicants should be very polite and understandable, as the person is going to be the teacher
of a renowned school he or she must have to very dynamic as well as with great
responsibilities.
The recruited candidate must be caring towards students, with vast knowledge on both of
the subjects, depth as well and responsible for the job too. All of these criteria should be
fulfilled and the responsibility of this job pours upon the HRM.
Page 9 of 19

Human resource management
Part 2 Tesco
Variation among Training and Development
Training is something which is given to the employers for the betterment of their work. It
helps them to improve the quality of the work of employee in the organization like, Tesco.
Training facilitates the work flow of workers in an organization; it also helps in executing the
problems organization is facing around(Byrne, 2001). For developing the knowledge and skills
of the workers, training program helps a lot. It supervises the talent of workers and then enhances
them how they can apply them on the work field.
Development is emphasizing the earned skills and methods of training of the employers
in an organization. Development is something where the workers will be actually able to define
their talent by the mean of specific work challenges. It helps to make more profit by the workers
in the organization, it also works like a rage spell on the workers’ mind to be more efficient in
their work phase.
Development influences employers to handle any kind of situation in work place. A
major difference between training and development which occurs that training helps to achieve
shot work phases or goals but development is meant to go for long term works or goals(Cohen,
Manion and Morrison, 2003).
Customer expectations towards Tesco and training of staffs
Now a days the thinking of the customers have been changed so that their motive is now
to shop at one place which is also depicted as shopping at one stop. Tesco has got a range of
general appliances and grocery, which they have developed and put a range of giving facilities of
Page 10 of 19

Human resource management
technical goods like electronics equipment, telephone accessories, insurance services and
banking.
It defines that customers can fulfill all of their needs at a specific place. Tesco has got a
specific goal of getting more customer that is why they have enlarged and expanded their
providing goods and services to the customers and consumers at both level.
As Tesco has made new productions they also have to make new positioning areas for
their products and services enlightenment towards customers(Cohen, Manion and Morrison,
2003). Stores are made by Tesco for their new services should be at very populated zones and
marketed in renowned areas where customers visit for purchasing.
Methods of training carried out by Tesco
Tesco has convinced itself to provide new strategies for making their new involvements
at market successful. They have identified some new strategies for enlightening the challenges
they are facing off. Tesco granted two different stages of training strategies which are “On the
job training” and “Off the job training”(Cohen, Manion and Morrison, 2003). The strategies will
be discussed following at the below.
On the job training method:
 Shadowing- An experienced job worker will teach new comers how to face them and
how to work the challenges out. In a nutshell how to do the job will be understood by the
experienced one who know the job already.
Page 11 of 19

Human resource management
 Coaching- A next desk colleague or the senior of that specific work field will influence
and help to go through the challenges the new employee will face off. Coaching is to
influence and encourage the new comers’ working strategies(Downton, 2003).
 Mentoring- This person will advise the employee to work in a better process. Long term
goals will be achieved by the new employers through the help of the mentors. Mentors
are the experienced persons of the work field.
 Rotation of jobs- In this case new workers will handle the full target job where he or she
can emphasize their working skills in a new manner, but temporarily they will work for it
and take the ultimate responsibility on that job(Downton, 2003).
Off the job method:
 The workers will update themselves working in variant situations at the market. At
this section Tesco’s qualified and highly knowledgeable staffs will work for. The
external situations would be run by them.
Classifying the training needs
In case of classifying training needs the first thing is to differentiate the setting targets
and then it is to be achieving the business goals. So here it comes first what would be the targets
and after that the practical implementations(Downton, 2003). Tesco’s training procedure works
over to train the employers first and then to make them applicant on the work field. Tesco puts
its effort on expanding their business and make a huge diversity on them.
Page 12 of 19