HRM: Workforce Planning, Employee Relations & Practices - Report

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within different organizational contexts. It begins by explaining the purpose of workforce planning and the role of the HR manager at Woodhill College, assessing how HRM functions can provide talent and skills aligned with business objectives. The report evaluates the strengths and weaknesses of various recruitment and selection approaches, supported by specific examples. It illustrates the application of HRM practices in a work-related context, focusing on job advertisements and specifications, and rationalizes the selection of platforms for recruitment considering the impact of technology. Furthermore, the report explains the benefits of different HRM practices for both employers and employees, particularly within Tesco, and evaluates their effectiveness in raising organizational profit and productivity. The report also analyzes the importance of employee relations in influencing HRM decision-making and identifies key elements of employment legislation, examining their impact on HRM decision-making at ITV. The document concludes by critically evaluating employee relations and the application of HRM practices in ITV, offering insights into how these factors inform and influence decision-making within the organization.

Human Resource Management in
practice
1

Contents
Introduction................................................................................................................................3
Part 1..........................................................................................................................................4
Task 1.........................................................................................................................................4
a) Explain the purpose of workforce planning and the role of the HR manager with regards
workforce planning and resourcing for Woodhill College (P1).................................................4
M1 Assess how the functions of the HRM can provide talent and skills appropriate to fulfil
the business objectives...............................................................................................................6
b) Explain the strengths and weaknesses of different approaches to recruitment and selection.
(P2).............................................................................................................................................7
M2 Evaluate the strengths and weaknesses of the different approaches to recruitment and
selection......................................................................................................................................8
D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment
and selection, supported by specific examples..........................................................................9
Task 2.......................................................................................................................................10
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples...................................................................................................................................10
M5 Provide a rationale for the selection of your chosen platform considering the impact
technology (e.g. online resources, digital platforms and social networking) will have on
improving the recruitment and selection process.....................................................................14
Part 2........................................................................................................................................15
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee...........................................................................................................15
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity..............................................................................................................16
2

M3 Explore different methods used by Tesco in terms of developing its employees and
consider the strengths and weaknesses of such practices. Provide specific examples.............17
D2 Critically evaluate Tesco’s HRM practices with regards to training, development,
flexibility and reward providing specific examples.................................................................18
Part 3........................................................................................................................................19
P5 Analyse the importance of employee relations in respect to influencing HRM decision-
making......................................................................................................................................19
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making.......................................................................................................................20
M4 Evaluate the key aspects of employee relations management and employment legislation
that affect HRM decision making in ITV................................................................................21
D3 Critically evaluate employee relations and the application of HRM practices in ITV that
inform and influence decision making in the organisation......................................................22
Conclusion................................................................................................................................23
References................................................................................................................................24
3

Introduction
Human resource management states a set of activities correlated to the organisation and that
needs to be directed properly as it assists in attracting, developing as well as maintaining the
staff members of the company effectively and efficiently. It requires the appropriate decision
which has an adverse impact on the relationship between employees and employer (HRM
Practice, 2018). Task 1 discusses persistence of workforce planning. Also, the role of
manager at Woodhill College is also considered. Along with this, a demonstration to be done
on the application of HRM practices. In part two, analysis to be done on identification on
needs of training and adoption of the method of training used by TESCO. In part three,
examination on the importance for ITV to preserve relations with the workers. Along with
this, explanation to be done on the key rudiments of the employment legislature as well as the
impression on decision making of human resource in ITV.
4

Part 1
Task 1
a) Explain the purpose of workforce planning and the role of the HR manager with
regards workforce planning and resourcing for Woodhill College (P1)
Workforce planning is a systematic progression which aligns requirements of business and
human resource which help the company in choosing or selecting the correct people, with the
appropriate and effective skills, at appropriate time along with the cost (Cascio, 2018).
Workforce planning is categorising into two components which include strategic and
operational. The main purpose of workforce planning in Woodhill college is that it assists in
identifying and anticipating the issues which assist in avoiding disruptions as well as
unexpected costs. Workforce planning assists in aligning the business process whether it is
related to strategy or business with the appropriate planning related to hiring and retention of
employees (Business Benefits Group, 2018).
Figure 1: Role of HR Manager
Source: (Creative HRM, 2016)
The main role of HR Manager in Woodhill College is that they have to maintain a
relationship with the internal clients. Team development is another responsibility of HR
5

manager as it is important in attaining the goals and objectives. HR Manager of Woodhill
College should have actual information about their employees as it helps in making the
appropriate team for completing the task in a better manner (Creative HRM, 2016).
The HR Manager of Woodhill College having another role is to hire best and skilled
employees as it assists in identifying the hiring need, develop the description of the position
and on the basis of that recruitment plan prepare. Along with this, the manager needs to take
proper care of employees and deliver training at the time when staff members facing
problems. HR Manager of Woodhill college needs to create performance management system
which assists in measuring the efforts of the employees and by that goals can be attained
(Elzy, 2017).
6

M1 Assess how the functions of the HRM can provide talent and skills appropriate to
fulfil the business objectives.
Human resource management assists in providing training and guidance to the employees as
it is helpful for the Woodhill College in attaining the success. According to the situation or
circumstances, it is essential that knowledge available to personnel be enhanced in an
effective manner. This will help the company in meeting the targets (Kavanagh and Johnson,
2017). The employees of Woodhill College need to adopt or utilise appropriate theory such as
management cycle model which is essential in every manner. This aid in posting the
productivity of the company as well as employees
7

b) Explain the strengths and weaknesses of different approaches to recruitment and
selection. (P2)
There are different methods associated with recruitment as well as selection which can be
adopted by the manager of Woodhill College. It includes:
Internal Approach: This approach helps in hiring people within the business entity. It aids
in seeking applicants for the job role or position from those who are currently employed by
the firm (SHRM, 2016).
Advantage:
 This method assists in selecting better employees.
 This will help in increasing the morale of employees.
 It is a cost-effective method.
Disadvantage:
 It provides the limited choice
 In this failed applicant become disconnected.
External Approach: It assists in hiring people outside the business entity. The employees of
the company need to analyse vacant position and fulfil the requirement by using the
appropriate method (Rees and Smith, 2017).
Advantage:
 It provides the great choice for selection.
 It delivers the environment adaptability.
Disadvantage:
 It incurs the high cost.
 Sometimes, wrong selection can be done.
8

M2 Evaluate the strengths and weaknesses of the different approaches to recruitment
and selection.
Recruitment and selection are necessary for the company and approaches related to
recruitment are categorised into different parts and they are having their pros and cons.
Internal approach is the approach which helps in filling the vacancy within the company as
this approach assists in selecting better employees and the disadvantage is that it provides
limited choice. Another one is external approach and in this manager, can select the best
employee outside the business entity. The pros of this method are to choose a right person at
the right time with the right skill. The cons of this method are that it is a long process (Kirton
and Greene, 2015).
9

D1 Critically evaluate the strengths and weaknesses of different approaches to
recruitment and selection, supported by specific examples.
As per the viewpoint of Denscombe (2014), this can be taken into account that various
approaches to internal and external consider effectively. This includes internal and external
approach, job analysis or job specification. Internal approach help company in reducing the
cost and for boosting the knowledge of employees, they have to provide training to them. As
commented by Denscombe (2014), it has been analysed that external approach help in
recruiting the best employees by using the appropriate method but it is a time-consuming
process, as well as cost, is also high at the time of implementing in Woodhill College.
10

Task 2
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples.
a) Job Advertisement for the role of HR manager
Job Opportunity
Post Requirements
Finance Manager Bachelor degree in Finance along with
experience of 2 years. Other than that, good
communication skills and also knowledge of
analysing the market.
Candidates may apply for the post before 10th February 2018 at [e-mail]
Contact Details: [phone]
Address: ITV Viewer Service, Gas Street, Birmingham
b) Suitable platform to place advertisement
The human resource manager of ITV can make the advertisement by adopting social
networking sites. Along with this, they can give advertisement in newspapers and magazines
as well.
c) Job specification
Role of human resource manager
Required Qualification MBA in finance. Graduate in
11

commerce field.
Having certificate of SPSS
course.
Required Experience 3 years’ experience in
finance field.
At least 2 years in a field.
General attributes Good communication skills
Efficient and responsible
person.
Knowledge of analysing the
market.
Having knowledge of
finance to prepare financial
records.
Skills Teamwork skill
Communication skills
whether it is oral or written
Good decision-making skills
Job Description
Role of Finance Manager in ITV
Produce financial reports.
Direct activities related to investment.
Develop strategies as well as plans for the long-term financial goals.
Help management in making appropriate and effective financial decision.
Person Specification
Attitude Be honest
12