Human Resource Management Report: Recruitment and Training

This report provides a comprehensive overview of Human Resource Management (HRM) practices, focusing on workforce planning, recruitment and selection strategies, training and development methodologies, and the importance of employee relations. The report analyzes the roles of an HR manager, various recruitment approaches, and the strengths and weaknesses associated with each. It differentiates between training and development, identifies training needs, and explores systematic approaches to training and development, using Tesco as a case study. Additionally, the report delves into the significance of maintaining good employee relations, and examines the components of employment legislation and its influence on HR decision-making, with a specific focus on ITV. The report concludes with an examination of job advertisements, channels of advertisement, job descriptions, and person specifications, offering a holistic view of HRM in practice.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
(a) Purpose of workforce planning and role of HR manager......................................................1
(b) Strengths and weakness of various approaches of recruitment and selection.......................2
TASK 2............................................................................................................................................3
HRM practices in work related context......................................................................................3
a) Job Advertisement ..................................................................................................................3
b) Different Channels of Advertisement ....................................................................................3
c) Person Specification and Job Description...............................................................................4
TASK 3............................................................................................................................................5
(a) Difference between training and development......................................................................5
B) Identification of training and needs and its methods used by TESCO..................................6
C) Systematic Approach to training and development...............................................................8
d) Effectiveness of Tesco’s training and development practice..................................................8
TASK 4...........................................................................................................................................9
a) Analysis on importance for ITV to maintain good employee relations..................................9
b) Components of employment legislation and how this influences HR decision making of
ITV............................................................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Concept of human resource management is the one which assists and guides manager in
the process of recruitment and selection of employees. Human resource manager organises
various functions and activities related with workers of company such as training and
development, orientation, motivation, compensation and their appraisal. One of the major
benefits of this concept is that it helps enterprise in retaining employees for a long time period
which provides competitive advantage to firm. Woodhill College and Tesco are taken in the
present study. Woodhill College is an education institution which offers different types of
educational courses to its students and Tesco is a British multinational grocery retailer. Role of
human resource manager in an enterprise and various approaches of recruitment and selection
with its strengths and weakness are all given in this report. Further, differentiation between
training and development with benefits of training to enterprise are also mentioned here. In
addition to this, major elements of employment legislations which affect the process of human
resource management are detailed.
TASK 1
(a) Purpose of workforce planning and role of HR manager
Workforce planning
It provides opportunity to the management of Wood hill college regarding development
of effective strategies. It helps in identification of the needs and priorities of different department
of college. It helps in recruiting, staffing etc.
Workforce planning refers to the process of acquiring, managing and retaining the skilled
workers which help and support enterprise in achieving its end goals and results. In context of
Woodhill College, concept of HRM defines the adequate plans and also helps in maintaining
effective communication among all departments which increase effectiveness of business
activities.
Workforce planning is a continuous process which is used by firms to align the needs of
enterprise with those of its workforce in order to meet with regulatory, legislative and production
requirements of firm. This is known as one of the major functions of human resource
management and this consists an systematic analysis what a company require to need in terms of
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its knowledge, skills, experience and size to achieve its objectives related with workforce. Role a
manager in Woodhill can be understood by following points: Figurehead role of manager: Manager is the one who performs duties such as signing
legal documents, welcoming official visitors and many more. Duties of a manager under
an interpersonal role includes undertake relevant communication, take decisions related
with functioning of business and many more. Leadership role of a manager: All managers of enterprise perform a leadership role. He
is the one who brings and maintains coordination among various departments in case of
any kind of change. This consists hire, offer training and encourage employees to
perform well.
 Monitor role of manager: Manager is the one who collects a large amount of information
by examining various functions executed by firm. Further, he monitors all business
operations and take relevant decisions.
Manager play a big role as he is the one which ensure effective management of all business
operations and help firm in achieve its set goals and objectives in an effective manner. Manager
is the one which allocate resources to employees so they can perform their job roles and
responsibilities and further he is the one that that guide and encourage workers to work well.
Purpose of workforce planning
 Defining job roles and responsibilities: Workforce planning helps in defining the roles
and responsibilities to each and every individual which is working in wood hill college. It
also helps in determination of the staffing needs of each department.
 Increase efficiency in human resources: Workforce planning includes the activities
related to preparation of training programmes. It provides the opportunity regarding
improvement of their skills.
 Improvement in allocation of resources: Determination of resources and staffing level
helps in effective allocation of the resources to the different department according to their
requirements.
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(b) Strengths and weaknesses of various approaches of recruitment and selection
Recruitment is the process of inviting a large number of skilled candidates to fill a
specific position in enterprise. It is very important that this process must be executed in an
effective way so that company can achieve its set goals and objectives easily. Selection is the
process in which manager or recruiter takes the final decision and selects an individual to handle
a specific job. Various approaches of recruitment are there which can be chosen by the
managers.
Traditional approach of recruitment or
internal recruitment
Systematic approach or modern approach of
recruitment
Advantages Advantages
This approach of recruitment can be used by
Woodhill college in which internal employees
or existing workers are chosen to fill higher job
vacancy at workplace. One of the major
advantages of this approach is that it is reliable.
This encourages employees to perform well
which increases the profits of enterprise.
This motivates workers and improves their
productivity.
In this approach, enterprise invites candidates
from outside the firm to fill job vacancy. In
this, manager uses internet to assess the job
portals which makes process of recruitment
very easy.
Disadvantages Disadvantages
This approach gives rise to various number of
issues between employees and employer.
Further, scope of this approach of recruitment
is very limited so it has become difficult for
manager to choose the right one.
Due to a large number of candidates, it has
become difficult for the manager to choose
right individuals to fill vacancy.
For managing the job portals, large number of
skilled candidates are required.
Basically there are two methods of selection:
Systematic: Under this employer follow a step by step process in order to select the best
candidate for a specific job at workplace. Advantage of this is that it ensure selection of right
candidate. Disadvantage of this is that it is very time consuming and costly process.
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Unsystematic: Under this, employer select a CV on random basis and then take final decision of
selection. This is times and cost saving approach. Disadvantage of this is that it fails to provide
better and effective results to enterprise.
Internal source
Advantages
 It helps in promotion of staff because they have the opportunity to attain higher positions.
 It is one of the time and cost efficient method
Disadvantage
 Not helps in appointment of talented candidates
 Appointment of less skilful employee's
External source
Advantages
 It helps in appointment of talented staff members
 This will bring proper management in college
Disadvantage
 It demotivate the existing staff members
 It is time consuming process
TASK 2
HRM practices in work related context
a) Job Advertisement
JOB OPPORTUNITY
Woodhill College invites skilled, motivated and knowledgeable candidate to fill the
current job vacancy available in Pretoria, South Africa.
HR Manager
Required Experience and Qualification
Qualification and Skills
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 Applied candidate must possess master degree preferably PGDM or MBA in Human
Resource Department.
 Excellent Communication and Leadership Skills
 Prominent Inter-personal Skill
 Proficient in using MS-Excel and Word.
Experience At least 3 years experience of the following:
 Area of administration and payroll.
 Labour Law
 Framing and Implementing HR Policies
 Taxation
Interested candidates can drop their CV at www.woodhillcollege.uk.in. For
further assistance call at 855425665. Apply within 15 days preceding to the date
of releasing advertisement.
b) Different Channels of Advertisement
Woodhill College can publish their job advertisement on various promotion platforms such as :
 Social Media Websites like Facebook : According to the study, it has been found that
almost 80% of the population is having at-least one account on various social networking
sites such as Facebook, twitter etc. This depicts that they often spend most of their time
while surfing on these networking sites. This method is very cheap and results in
attracting large number of candidates. Woodhill College gets most of applicants via this
channel only.
 Print Media like Newspapers, Magazines: This is one of the oldest method used by
Woodhill in order to attract ample candidate. With this, they aim to target large number
of individual as the coverage of this channel is quite wide and broad. High rate of cost
involved in this as they publish their advertisement in the famed newspapers. Also there
is no guarantee whether candidate will read the advertisement or not. Hence it is an
expensive method and possess no surety of results.
 Job Portals: Under this, Woodhill College comes into an agreement with various job
portals sites that found suitable candidate from them as per their defined criteria. This
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method is comparatively expenses as compared to others. Moreover, it does not assure
whether the candidates sent by them possess prescribed skill or knowledge.
 Bulletin Board of College: Less cost involved in this but their coverage area is limited to
the campus premises. Thus, it is suitable when internal source of recruitment is
recommended.
c) Person Specification and Job Description
Job Description
Organisation Name Woodhill College
Job Designation HR Manager
Location Pretoria, South Africa
Reporting To Higher Authorities (Principal)
Roles and Responsibilities  Frame effective strategies for accomplishing long
term goal in an effectual manner.
 Provide adequate training to employees which
improves their skills and productivity.
 Build inter-personal skills and maintains strong
relationship between management and employee.
Working Hours 9: 30am to 6:00 pm
Salary 9000 Pound per month
Working Facilities College renders flexible working hours, compensation and
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benefits to its workforce.
Person Specification
Experience Essentials(Must have) Desirable
(Good to
have)
Experience as a HR Manager 2-3 years 3 Years
minimal
Technical knowledge/skills/attitude Essentials Desirable
Communication Skill Great listening skills, Presenting skill B tier
Educational qualification Essentials Desirable
Master degree preferable MBA or
PGDM in Human resource management.
Minimum requisite of working as a
HR Manager with reputable firm.
A tier
Personal qualities Essentials Desirable
Motivational skills, Leadership skills Possess great knowledge of all
language.
English (UK),
German,
French,
Spanish,
Reporting times: 9:30 to 6.30 p.m.
TASK 3
(a) Difference between training and development
Training and development has become a core function of enterprise as this helps in
improving and enhancing the skills of employees. All this increases their efficiency which
directly increase the profits of enterprise. Workers are known as one of the most valuable assets
of every enterprise as they are the one who execute business operations and help firm in
achieving its set goals and objectives. It is important for the manager to conduct training
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programmes for employees so that they can perform all their roles and responsibilities in an
effective way.
Training: Training is a short term process because in this employees teaches about the
knowledge and skills require to perform a specific job or to complete a given task. Training
focuses on a specific job position. In this company take initiatives to develop the skills of
individual or a group. This help employees and individuals to perform all duties in an effective
way.
Development: Development is a long term as in this an individual try to develop specific skills
on continuous basis. Development put emphasis to build a successful professional career.
Development is related with only a specific individual. This help workers to improve their
personality and skills which contribute in their career development.
B) Identification of training and needs and its methods used by TESCO
Training is concerned with improving the skills, competency and knowledge of
employees in an effective and efficient manner. It is a beneficial tool that bring workers into a
position where they can carry out their job or task correctly and conscientiously (Brewster and
Hegewisch, 2017). It is an art of enhancing the existing skills of employee's for formulating
particular task in a better way. According to Dale S. Beach, it can be described as an organized
activity through which person learn skills for a defined purpose. In order to take the advantage of
high competitive edge, it is essential for every business concern to make their employees
effective and constructive so that they can generate higher revenues or profits for the respective
firm.
Identifying Training Needs:
Generally, training needs of an organisation are identified once they are done with setting up
their business objectives and target. To diversify and expand are the two main motive of TESCO
behind their training program. They focuses on putting right person on right job with right skills
and qualification so that they can achieve firm's objective in a effective and efficient manner.
Based on TESCO's business objective, there is a definite need to hire and employ more
workers who with their constructive skills, competency and flexibility yields higher return or
profit. Further it can be identified through following ways :
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1. Organisational Analysis: As TESCO wants to expand and diverse its business operation
and practices in other international market. That means they will more stores in different
countries and for managing them they requires effective employees. Thus, the need for
training arises.
2. Man-power Analysis: Quality of employee required by company is critically analysed.
Tesco put right person on right place with right skill which means they assign task to
employee as per their skills and potential. Thus, they are require to critically analyse them
and determine which areas require further improvement
TESCO has flexible and structure approach towards training and development Framework. This
means that they allow workers to identify their desire and potential to do bigger task by taking
part in training program that enhance their overall skills and efficiency. They offers both Off the
Job and On the Job training to its workforce (Chelladurai and Kerwin, 2017). Below mentioned
are the detailed explanation of these two training techniques:
(Source: Difference Between On-the-job and Off-the-job training, 2018)
On the Job Training Method: This is the most common method used by business enterprise to
provide training to its workforce. Under this employer provide training at the workplace only i.e.
they improve their learning via carrying out their task. It mainly includes :
 TESCO assign mentor to each employees that guide them how to deal with uncertain
situations and stimulate them to find best possible solution.
 Enable more experienced worker to act as an adviser.
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Illustration 1: Methods of Training

 TESCO provides full responsibility to the employee related to specified task that
ultimately promotes higher motivation among them.
Off the Job Training Method: Under this method, training has been given to workforce away
from the workplace (Dijk and et. al., 2013). It is mainly concerned with attending external
program or courses direct by professionals or experienced staff of TESCO.
TESCO provides off the job training to its workforce via A-Level Options Programmes.
In this, referred firm provides detailed induction to new recruits from the very first day. This
enable new candidate to have an interaction with other new trainees. They also got to know
about the operation and business practices of TESCO. This methods increase the chances of
employees growth in the given organisation which is beneficial for its future success. Apart from
that they also render training via case-study method, business games, role-play and conferences.
C) Systematic Approach to training and development
Training and development is considered as an important element of business enterprise
that contributes effectively towards its sustainability and growth in the market place. Systematic
Approach to training and development comes out as an advantage for TESCO's manager as it
prioritize the goals and objectives of firm (Gallardo-Gallardo, Dries and González-Cruz, 2013).
It is a type of formal training that ensures training starts and end with accomplishing
organisational needs. TESCO is providing its own training method via which they mainly render
training to its new employee's. Following are the advantages of TESCO's systematic approach of
training & development:
1. Organized Approach: Every aspect of this approach focuses maximising the return on
workers and improving its efficiency and productivity. The whole approach is categorise
into different phases, each aims at enhancing the skill, potential and knowledge of
existing and new employees.
2. Clarity and Responsibility: This approach provides transparent information concerned
with better understanding and communication. It is important to clearly define job
responsibility to employees so that they can put their best in accomplishing it. Without
proper knowledge and guidance, it becomes difficult for worker to carry out task in a
significant manner. This is the reason why TESCO has assigned their employees under
the guidance of experienced staff who acts as coach or advisor.
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