HRM Practices: Workforce Planning, Training, and Legal Compliance

This Human Resource Management report provides a comprehensive analysis of various HRM functions, including workforce planning, recruitment and selection, training and development, and employee relations. It highlights the importance of workforce planning in ensuring the availability of skilled employees and discusses the role of the HR manager in this process. The report also examines the strengths and weaknesses of different recruitment and selection approaches. Furthermore, it investigates the skills and qualifications required for a lecturer role in the education sector, including a job description and person specification. The report also differentiates between training and development, explaining how training needs are identified and the methods used by Tesco, along with the benefits of a systematic approach to training and development. The effectiveness of Tesco’s training practices in terms of return on investment is evaluated. Finally, the report analyzes the importance of maintaining good employee relations for ITV and how it influences their HR decision-making, while also identifying and explaining key elements of employment legislation and their impact on ITV’s HR decisions, referencing equality, data protection, health and safety, and contractual responsibilities. Desklib provides access to similar solved assignments and study tools for students.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION......................................................................................................................1
TASK 1......................................................................................................................................2
P1. Explain the purpose of workforce planning and the role of the HR manager with
regards workforce planning and resourcing for Woodhill College........................................2
P2. Explain the strengths and weaknesses of different approaches to recruitment and
selection..................................................................................................................................3
TASK 2......................................................................................................................................5
Carry out an investigation into a job role of your choice in the education sector. Find out
what skills and qualifications would be needed for this job role...........................................5
TASK 3......................................................................................................................................8
P3 Explain the difference between training and development...............................................8
Describe how training needs are identified and the methods of training used by Tesco.......9
Explain the benefits for Tesco and the employees in having a systematic approach to
training and development.......................................................................................................9
P4 Evaluate the effectiveness of Tesco’s training and development practice in terms of
delivering a return on investment.........................................................................................10
TASK 4....................................................................................................................................11
P5. Provide an analysis on the importance for ITV to maintain good employee relations
and how it influences their HR decision making as a result................................................11
P6. Identify and briefly explain the key elements of employment legislation and how this
influences ITV’s HR decision making. You should make reference to equality, data
protection, health and safety, along with contractual responsibilities.................................12
CONCLUSION........................................................................................................................14
REFERENCES.........................................................................................................................15

LIST OF TABLES
Table 1: Job description.............................................................................................................6

INTRODUCTION
Human Resource Management is the most important function of the management. It is
concerned with the management of the human resources of the organization and helps in
improving the productivity and efficiency of the work which helps in the successful
achievement of the organizational objectives. HRM involves various functions which
includes workforce planning; forecasting the number of employees, recruitment and
selection, training and development and maintaining healthy employee relations.
The report will discuss about all the above-mentioned functions and their importance in the
functioning of a business. There are various employment legislations made in the favour of
the employees which will be elaborated in the report.

TASK 1
P1. Explain the purpose of workforce planning and the role of the HR manager with regards
workforce planning and resourcing for Woodhill College
The anticipation of the number of employees with appropriate skills and abilities needed in an
organization for the achievement of the organizational objectives is called workforce
planning. It is a very crucial function of human resource management. It involves various
functions like estimating the number of the employees needed in an organization, selection of
the recruitment process, adopting of various training and development programs, finding
ways to reduce the employee turnover in an organization, decisions related to the transfer,
promotion, demotion, retirement and many other functions.
Woodhill college needs an arrangement of proper workforce planning for the smooth
operations of its business activities. This will help the organization in the availability of right
number of employees with right skills and abilities at right time. Workforce planning will
also help in reducing the high employee turnover by adopting to various ways of the
employee retention (De Bruecker, et al, 2015).
The Human Resource Manager of Woodhill College will have the following responsibilities
related to the workforce planning. They have been discussed below:
 The Human Resource Manager should make sure that there is the availability of right
number of employees with right skills at the right time.
 HR manager should also try to forecast the correct number of employees that would
be needed in the organization.
 HR manager should adopt appropriate recruitment sources for inviting the
applications of the most potential candidates. He should also implement suitable
selection process that would help in the selection of the best candidate for among the
applications received.
 HR manager should place the right employees at right place i.e. the employees should
be given responsibilities depending upon the skills possessed by them.
 The manager should also consider the need and demands of the employees and try to
fulfil them as much as possible. This will reduce the employee turnover of the
organization.
 HR manager should try to place the experienced teachers in every department so that
other staff members may benefit from them.

 The manager should find the causes of the high employee turnover and should work
on them in order to eliminate it.
 HR manager should also try to provide maximum satisfaction to the employees in
order to take the best out of them.
 Proper training and development programs should also be arranged by the human
resource manager on a regular basis in order to improve their skills.
 The HR manager also ensures that there is efficient utilization of time by the
employees that would help in reducing the wastage of time.
All these roles of the Human Resource Manager with regards to workforce planning help in
improving the efficiency in the operations of the organization and would reduce the employee
turnover of the staff members (Armstrong & Taylor, 2014).
P2. Explain the strengths and weaknesses of different approaches to recruitment and
selection.
Recruitment and selection is one of the most important function that is performed by the
Human Resource Manager. Recruitment means inviting a large pool of applications of the
candidates for the selection of the best among them (Russell & Brannan, 2016). Selection
refers to the choosing the most potential candidate from the applications received. In
selection process, the unsuitable candidates are rejected and only the ones who clear all the
interviews and tests move ahead (Breaugh, 2017). Recruitment involves the following
methods:
1. Internal Recruitment: Internal Recruitment involves selecting the candidates from
among the employees already working in the organization. It helps in reducing the
various costs involved in the advertising, training and development. The employees
selected under this method are already familiar with the environment of the
organization and have the skills and abilities required to perform the job role. This
helps in eliminating the costs involved in the conducting the training programs. The
limitation of this method is that it restricts the entry of new blood in the organization
which enables the organization to remain stuck to the old and obsolete technology and
methods of operations which consequently increases the cost of production.
Strengths: This method involves low or no costs. It also eliminates the costs involved
in the training programs as the employees already have the knowledge of the job role
to be performed by them.

Weaknesses: Internal recruitment restricts the entry of fresh talent and new blood into
the organization (Phillips & Gully, 2015).
2. External Recruitment: External Recruitment involves selecting and choosing the
candidates from the sources outside the organization. Applications can be invited
through external recruitment by advertisements in newspapers, online websites and
through other promotional sources. This type of recruitment usually involves high
costs as advertising is expensive. But on the other hand, it enables the flow of new
blood into the organization which helps in the adoption of latest technology and
production methods, this further helps in reduction of the operating costs. Also, this
method of recruitment induces the suitable candidates to apply for the job vacancy
and helps in inviting a large pool of applications. This would enable the human
resource manager to select the most potential candidate for the organization that
would help in the achievement of the organizational objectives efficiently and
effectively.
Strengths: It helps in the entry of a new blood into the organization. This is a very
efficient method and helps in selecting the most potential candidate.
Weaknesses: This method involves huge costs in the form of advertisements,
conducting training programs etc.
3. Third Party Recruitment: Third party recruitment is taken place through various
placement agencies, professional bodies and online websites. The organizations
usually send their job vacancies to them and they help in finding the candidate
suitable for the job role. It involves low costs as compared to the external recruitment.
This method is suitable for the recruitment of the middle level and top-level
managers.
Strengths: It is a cheap source for the recruitment and selection of the candidate
(DeVaro, et al, 2015).

TASK 2
Carry out an investigation into a job role of your choice in the education sector. Find out what
skills and qualifications would be needed for this job role.
A Lecturer is a person who conveys knowledge to the students and speaks on various
academic topics. The job role of a lecturer is mentioned below:
 Delivery of speech to the graduate and undergraduate level students on the subjects
and topics allotted by the head of department.
 Preparing of the notes and learning material for the students.
 Assisting and helping the students on various topics and issues.
 Maintaining records of the students of the students present in the class.
 Analysing the performance of the students and maintaining the records of their
progress.
 Participating in conferences and seminars and encouraging the students to participate
so that they can learn from it.
 Caring and supporting the students.
 Maintaining the decorum in the college and implementing a better curriculum.
 Participation in the development, invigilation and marking of the exams.
 Conducting research studies and writing books and publishing them.
 Ensuring continued development of the students and the professional development of
themselves.
The skills and qualifications needed by the students are as follows:
Skills: Skills of a lecturer include the ability to teach and inculcate knowledge in the students
and master them. He/she should have extraordinary oral, written and communication skills.
Have the capability to conduct various research studies and publish books and research
papers. Strive for the constant development and growth of the organization. Has the skill to
manage the time and complete the work assigned before the time limit.
Qualifications:.
Job advertisement for the role.
Assistant Professor: Human Resource Management
Faculty of Commerce

Woodhill College is looking for an Assistant Manager of Human Resource Management for
the Faculty of Commerce due to the successful expansion of the organization.
The important duties and responsibilities of the professor would be that he/she has should
have an urge to teach the graduate and undergraduate students and able to manage them. He/
she should have enough knowledge to advice and support the students.
The candidate should have excellent oral and written communication skills. A graduate and
undergraduate qualification in the relevant area is also essential. He/ she should be able to
know the causes of the low performance and try to improve it.
The application form will have to be filled in order to apply for the job and the copy of all the
transcripts along with the passport size photograph, past experience details and contact
information should be duly submitted.
For any more information, please contact:
Name:
Tel:
Email:
Suitable platforms to place the advertisement
Advertisement of vacancy for the post of the assistant professor is usually shown on various
popular job sites, newspapers and niche job boards. Some of the job boards are part of a
group and show each other’s advertisements that helps in increasing the number of the
visitors and hence increase the applications received. Job sites are the most common
platform for attracting potential candidates which helps in selecting the best candidate.
Job description and Person specification for the role
A Job Description is a detailed specification of the role, responsibilities and objectives
needed by an organization.
Table 1: Job description
Job Title: Assistant Professor
Reporting Person: HR manager
Objectives of the job role: Job role is related to provide teaches the candidates about the educational

sector.
Main Duties: Manage the progress report of the education and training sessions and maintain the
details.
Skills/Qualifications: PHD with a membership of a recognized professional institution
Salary and Benefits: As per candidate experience and knowledge
Working Hours: 9 hours
A person specification is the profile of an ideal employee possessing skills, personality and experience
of the type.
Skills and Abilities needed: Communication skill, decision making skill, leadership quality etc
Education Required:
Level of Experience: 2 years
Kind of Personality: Confidence and passionate
Character Traits: Follow personal and professional moral values

TASK 3
P3 Explain the difference between training and development.
Training involves imparting knowledge and skills in the employees that are useful for
performing a job role whereas development is related with the overall growth and
development of the employees.
Training helps in bringing efficiency in the work being performed in the organization
whereas development helps in preparing the employees for the future and ensure their
growth.
Training is a short process and is completed as soon as the employee learns to perform any
job role whereas development is a long and a complex process that focuses on developing the
employees and preparing them for facing the future contingencies.
Training is done for meeting the immediate present needs in the organization. On the other
hand, development helps in meeting the future needs.
There are usually one or more candidates involved in the training process whereas
development process includes the presence of a single candidate.
A trainer imparts the knowledge to perform a job role in the candidates whereas development
is done by oneself.
Training can provide the candidate with all types of knowledge and skills that are used to
perform any job responsibility or any job role. On the other hand, development equips the
employees to becoming a better individual.
The purpose of training is to improve the performance of the employees for a short term
whereas development focuses on prepares them for performing additional job responsibilities
and it focuses on long term growth.
The process of training is more towards arranging organized group events like workshops,
classroom lectures, conferences etc. Development process gives emphasis to personalized and
individual experiences.
The confidence of the employee for performing the job role gets boosted up whereas
developing the employees improves their self-esteem, morale and progresses a better
individual.

Describe how training needs are identified and the methods of training used by Tesco.
Training is a very essential part of HRM which helps in boosting the confidence of the
employees and motivates them to perform a job role effectively. It also helps in retaining the
employees in the organization.
Training needs are usually identified by analysing the current skills and abilities of the
employees, comparing it with the required skill to perform a job role and then planning a
training program accordingly. For this the management regularly conducts the surveys
among the employees to identify the training needs. Also the log of performance management
review is considered for identifying the training needs. The line manager regularly held
discussion with the team to identify the needs.
Tesco uses On the Job method of training and Off the Job method of training.
On the Job Training: On the Job training is also called learning while doing. It includes
following methods:
Shadowing: The person already possessing the skills and abilities to perform a job role,
imparts them into the trainee and helps him in performing the job.
Coaching: It means assigning any staff person for the job of making the trainees learn the
work.
Job Rotation: It is the process of giving varied job responsibilities to the trainee so that he
gets to know about all of them.
Mentoring: The person who is senior to the trainee and is experienced trains the trainee.
Off the Job Training: This training is conducted at a place away from the actual workplace
which helps the trainee learn the job responsibilities efficiently and effectively (Phillips &
Phillips, 2016).
Explain the benefits for Tesco and the employees in having a systematic approach to training
and development.
The systematic approach by Tesco for training and development will help in gaining the
following number of benefits:
Benefits of Training:

Training helps the employees in performing the job roles and responsibilities effectively and
efficiently.
It imparts the skills and abilities in the employees that are required for performing a job role.
It boosts the confidence level of the employees and motivates them to perform better.
It Helps the employees in realising their actual potential and improves their self-esteem.
Training also helps in most efficient utilization of time and resources as the productivity and
efficiency gets increased (Tracey, et al, 2015).
Benefits of Development:
Development helps in preparing the employees for the future.
It helps in the overall growth and development of the employees.
It enables an individual to assess themselves.
The employees get developed to face the future challenges and respond to them.
Development also improves the leadership of the individuals and helps them in becoming an
exceptional leader (Abdullah, et al, 2014).
P4 Evaluate the effectiveness of Tesco’s training and development practice in terms of
delivering a return on investment
Training and development improves the functioning of the business and makes them smooth.
Tesco uses various training methods in order to train its employees. They include on the job
training and off the job training. On the job training uses techniques called shadowing,
coaching, job rotation and mentoring. This type of training is also called learning while doing
and it improves the efficiency and productivity of employees while they are learning to
perform their job role. Off the job training method involves learning while the employees are
away from the actual workplace. It involves set up of an artificial workplace which is similar
to the actual workplace and make the employees perform their job several times there before
they start doing their actual work.
All these training programs and techniques are opted to make sure that the expected level of
employee performance is achieved. Tesco also compares the performance of employees
before and after the training which helps it to know and compare the efficiency and
effectiveness. It also helps the organization in taking corrective measures and motivating the

employees (Mengistu, 2016). Also, it helps Tesco to know that the investment made was
fruitful in terms of improved Return of Investment.
So, training and development has definitely helps Tesco in delivering a favourable return on
investment (Ford, 2014).
TASK 4
P5. Provide an analysis on the importance for ITV to maintain good employee relations and
how it influences their HR decision making as a result.
Maintaining good employee relations is a very important factor for the success of any
organization. Healthy environment in the organization is created which enables the
employees to work efficiently. Good employee relations also make the employees in the
organization feel like they are a family and motivates them to work hard. It creates a feeling
of oneness among the people working in the organization. This improves the productivity of
the employees (Tansel & Gazîoğlu, 2014).
The loyalty of the employees towards the organization is ensured. Also, they start
participating in the decision making of the organization. The employees start suggesting
various ideas for improvements which may prove to be beneficial for the organization
sometimes. There is a reduction in conflicts in the organization which results in a peaceful
environment. The coordination among the people in the organization increases. Also, they
start considering it as their own organization. All these factors directly lead to the improve in
the productivity and efficiency among the workers (Vrangbæk, et al, 2015).
ITV uses combination of methods to interact with their employees. They include collective
bargaining, consultation with elected employee representatives and direct engagement with
the individuals. This helps the organization in knowing the progress of work and also gives
information about the various changes that took place within the organization. ITV also uses
various communication methods in order to know about the operations of the organization,
this helps it to monitor the organizational functions closely. It also helps in maintaining
healthy relations between the employees and employer which helps in coordination various
activities and the reduces the time taken in making various decisions.
A Human Resource manager has the responsibility to maintain peace in the organization. He
has to take various decisions keeping in mind the interest of both: the employees and the

management. His actions and decisions are very sensitive to the employee-employer
relations. So, he has to make sure that the decisions are taken in favour of both the sides.
Therefore, employee relations affect the decision making of the human resource manager
(Wang & Seifert, 2017).
P6. Identify and briefly explain the key elements of employment legislation and how this
influences ITV’s HR decision making. You should make reference to equality, data
protection, health and safety, along with contractual responsibilities.
Legislations of employment gives protection to employees from law. It favours the
employees under law and ensure their safety and protection. This includes various laws
related to the termination, recruitment, promotion, retirement, working hours, salary and
benefits, various other compensations etc. These rules, polices and regulations affect the
decisions of any organization (Atkinson, et al, 2016).
The Human Resource manager has to make sure that the organization operates according to
these legislations and laws stated under law. ITV strictly adheres to the employment
legislations and human resource team makes sure that the organization do not disobey the law
in any way.
Employment legislations include states the policies related to the minimum wage payment
which ensures that the workers are paid at least minimum amount remuneration which are
mentioned in the legislations. The employees are also eligible to get minimum number of
leaves in a year. They should get proper meal breaks and rest time if they feel fatigued and
weak.
The law also makes sure that there is no discrimination between the employees in the way of
sex, creed, colour, caste, religion. Every one is treated equal under law and everybody should
be given fair and equal chance. There should be no biasness in the recruitment or the
selection of the employees. The policies have also been made regarding the termination of the
employee. The employer cannot fire the employees without giving them a prior notice stating
the reason.
The Human resource manager should make sure that they do not hire the workers below 18
years as child labour is not acceptable under law. Also, there are various laws made against
the cases of sexual harassments.

The employees should be given proper working hours. The law also makes sure that there is a
healthy relationship between the employee and the employer which ensures healthy
environment in the organization. They should also have freedom of speech i.e. they are
allowed to take part in the decision making of the organization or speak against any of the
unfair activities going on the organization. There should also be no breach of contract by both
the parties; employee and the employer as this can prove to be very risky.
The employees are also eligible for the compensation if they work overtime. They should be
given rewards, recognitions if they work beyond the expectations or reach the targets
successfully. The promotions should also be provided timely to the employees without
biasness. The safety and security of the employees is also the duty of the management of the
organization. If there is use of toxic or harmful raw material then there should be proper
arrangement for safety of their health. They should also get proper working environment
where they can work properly.
All these employment legislations are made keeping in mind the rights and interests of the
employees. And these legislations have affected the decision of the organizations and have
made them more careful towards the welfare of their employees (Griffith & Macartney,
2014.).

CONCLUSION
The above report has taught the importance of human resource management. There is a
discussion about the workforce and its significance in the organization. The need for
recruitment and selection with their techniques have also been mentioned. The importance of
training & development and their methods and their contribution towards the success of the
organization. The report has also discussed about the importance of healthy employee and
employer relationship and the employment legislations and how they affect the decisions of
the human resource manager. Therefore, human resource manager plays a vital and crucial
role towards the success and growth of the organization.

REFERENCES
Books and Journals