Human resource management (HRM) is defined as the management of human capital in an organisation. In recent years, corporations focus on implementing effective HRM model in order to provide them freedom and fulfilling their requirements to motivate them (Guest, 2011). The HR managers perform different functions such as recruitment, selection, training, compensation, management of workforce and others. The HR department implements effective policies for training and development programs for employees which identify their requirements and improve their skills. The HR executives also focus on maintaining good employee relationship which assists them in positively influencing their performance (Tansel and Gazioglu, 2014). This report will analyse three case studies to evaluate and examine different HRM principle applies to different corporations. The report will analyse the workforce planning and role of HR manager in Woodhill College. The report will also identify the difference between training and development programs by identifying the needs of employees at Tesco PLC. Further, the report will analyse HRM principles for maintaining good employee relations in ITV and analyse key employment legislation as well.
Woodhill College is a co-educational, independent, four-term and non-denominational college which accepts students from kindergarten to grade twelve (Curro, 2018). In Woodhill College, the HRM is categorised into three aspects which include personal aspect, industrial aspect, and welfare aspect. The personal aspect of Woodhill college include tasks which are related to management of human capital in the firm such as job analysis, planning, induction, recruitment, selection, orientation, appraisal of the performance and motivation of employees. The welfare aspect focuses on establishing different processes for employees that assist in improving employees’ skills and knowledge (Armstrong and Taylor, 2014). The industrial aspect of HRM is crucial since it focuses on maintaining a good relationship between different entities in the firm. The HR executives face the major issue of workforce planning in corporations. It is defined as a systematic and entirely integrated procedure which focuses on early planning to avoid talent shortage or overflow. The HR managers of Woodhill College can plan ahead since it assists the corporation in ensuring that it has the right number of people who are talented enough to perform organisational duties.
In Woodhill College, the role of HR manager is relating to planning and resourcing which ensure that they are aware of the business cycle in which they operate. However, the HR managers at Woodhill College are facing issues due to continuing growth and downfall of the business. It is their duty to develop strategies in advance so that they are able to run smoothly during difficult times (Jiang, et al., 2012). There are two crucial reasons for workforce planning. The first one is reducing the negative impact of business downfall on the operations of the firm and the second is to obtain a talent pipeline for the enterprise. The HR managers should forecast the training requirements and establish appropriate policies for addressing the human resource requirement of the enterprise (Bratton and Gold, 2012). Conclusively, it is clear that the main reason for carrying out workforce planning it because of economics. Effective workforce planning assists Woodhill College in increasing employees’ productivity, reducing labour costs and has the right number of talented employees for accomplishing organisational goals.
Following is a table of different recruitment and selection approaches and their strengths and weaknesses.
|
Approach |
Strength |
Weakness |
|
Internal Sourcing |
Helping in building team spirit. Easy background checks (Lin and Wu, 2010). |
Lack of options in talents. |
|
External Sourcing |
Bring employees who are new in the industry which reducing attrition rates. A large number of options. |
Expensive process |
|
Third party Sourcing |
Quick response from candidates. |
Expensive process |
|
Interviewing |
Thorough examination of the candidates which assist in the selection of most appropriate candidates for the job (Klotz, et al., 2013). |
Time-consuming process |
Woodhill College has implemented external outsourcing methods for recruitment and selection procedure. The firm advertises its job opening on online websites such as LinkedIn and Jobs.as.uk. This process assists in bringing a large number of candidates for the job, but it only gives them access to people who are familiar with internet and online services. Instead, the firms should choose third-party sourcing or interview process for recruitment and selection. These options can assist them in hiring talented employees who contribute to the success of the enterprise.
Following is a job advertisement for Woodhill College for the post of a Lecturer.
|
Woodhill College Vacancy for Lecturer |
|
|
Job Details |
|
|
Post |
Lecturer for Human Resource Management Studies |
|
Salary Range |
$20,000 to $30,000 |
|
Type |
Full Time |
|
Job Description |
|
|
Purpose of the Job |
|
|
· Teaching students topics regarding Human Resource management. · Providing appropriate knowledge to students on how to handling and dealing with issues relating to HRM. · Providing services as per the educational standards of the college. |
|
|
Key Role and Responsibilities |
|
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· Engaging with the students to ensure that they understand the subject, and they have gathered appropriate knowledge to achieve high grades. · Ensuring that the students are interested in the subject and providing them opportunities for gathering knowledge. · Working with students to improve their performance. |
The effectiveness of an advertisement is based on getting quick responses. In order to obtain best results, Woodhill College should place the advertisement in different suitable platforms. For example, the firm should place its advertisement in the leading newspaper to reach a larger audience. The company can also use online services to share their advertisement by posting it on different websites including LinkedIn, Monster, and Jobs.ac.uk. The firm can also post its advertisement on social media sites such as Facebook and Twitter to reach the candidates that are interested in the job.
Job description for lecturer post
As provided in the advertisement above.
Person specification for the post of lecturer in Woodhill College
Required Qualification
Required Experience
Other Qualifications
Part 2: Employee Performance, Development, and Reward
Tesco PLC is a British international retaining corporation which provides its services in 12 countries with more than 6,809 shops (Tesco PLC, 2018a). The company has more than 460,000 employees working across its stores, and its head office is situated in Hertfordshire, England (Tesco PLC, 2018b). Training is defined as a process of teaching in which employees improve their skills and knowledge. Through this method, employees are able to improve their skills in a short period of time, and they are able to gain knowledge regarding their current duties. The key goal of training is to improve the skills and knowledge of employees in a short period of time which results in achievement of organisational objectives (Khan, Khan and Khan, 2011). On the other hand, the development activities in an organisation focus on preparing employees for extra job roles. The development program takes a long time since it focuses on long-term improvement of the employees. Training is considered as a group event in a firm which includes activities such as seminars, workshops, and others. Development activities are personalised matters which includes mentoring, job rotation period and certification procedure (Tahir, et al., 2014). Training is given to employees due to outside motivation while the development activities are established for the internal motivation of employees.
The training and development programs implemented by Tesco PLC focus on improving its employees’ skills in order to ensure that they are able to provide high-quality services to its customers. It also assists employees in professionally performing their duties, and it contributes to the success of the enterprise. In Tesco, the requirements of customers are significant, and the enterprise focuses on satisfying its customer requirement by establishing a positive shopping environment, offering fresh products, and delivering good services (Nwagbara, 2010). However, for achieving customer satisfaction, it is necessary that the employees perform at their highest capacities to deliver high-quality services to the customers. Tesco has implemented different methods of training and development methods for its employees to develop their skills and knowledge (Tesco PLC, 2011).
The HR management of Tesco encourages its employees to determine the requirement of customers and use their potential to deliver them high-quality service (Tesco PLC, 2008). The firm identifies its training needs after identifying its business targets. Though, in order to expand its business and operation, the firm has to ensure that it employs right employees for the right job (Billett, 2011). Tesco PLC is a multinational brand, and its employees deal with a large number of customers each day. Therefore, the corporation implements effective training and development programs after evaluating its employees’ requirements to ensure that they are able to deliver high-quality services to customers in order to achieve organisational goals.
Tesco PLC has implemented different on-the-job training programs, such as shadowing, job rotation, mentoring and coaching, which assist its employees in improving their skills. Shadowing is the method in which the employees are training under the supervision of another employee who is already familiar with the job. It is an easy process since it requires no extra investment and it improves the skills of new employees. However, in this method, the daily performance of the organisation is interrupted. In the mentoring process, experienced members of the enterprise provide training to new employees and teach them how to perform their job effectively and professionally (Obisi, 2011). In coaching method, the HR department of Tesco appoints a staff member or other managers to provide guidance to new trainees and inspire them to learn the process of their job (The Guardian, 2018). The disadvantage of coaching method is that it increases company’s expenses; however, it avoids the interruption of employees as well. In Job rotation process, the employees are taught different job roles by shifting their responsibilities and position. It is an inexpensive procedure; however, it limits the talent options for the firm.
Due to structured training and development program, the employees of Tesco are able to build up their skills as per the requirement of the enterprise and the company is able to achieve desired results (Wilson, 2014). The systematic approach creates a two-way advantage for the company along with its employees. The systematic model of Tesco analyse the requirement of training after setting of the organisational target. Due to systematic approach, employees receive training based on their requirements and through the most effective methods such as shadowing, mentoring or job rotation.
From employee perspective
There are a number of benefits received by employees due to the systematic training program at Tesco. For example, it improves their skills and knowledge which assist them in performing their duties efficiently. The systematic program analyse the training requirement of employees and select the most suitable training methods for each employee which reduce the overall training period and improve employees’ efficiency (Anis, Nasir, and Safwan, 2011). Training methods such as job rotation allow employees to vary their roles in the enterprise and improve their overall abilities. As per Maslow Hierarchy of Needs theory, different people have different needs. The theory divide needs into five categories which include physiological, safety, belonging, esteem and self-actualisation. Systematic training program assists the corporation in analysing the need of different employees and provide them appropriate training which provides them career progression opportunities (Cole, 2012). It also increases happiness among staff since their needs are recognised by the organisation which resulted in improving their job satisfaction.
Tesco receives numerous benefits due to a systematic training program. The training program improves skills of employees which resulted in improving their productive performance. High productive employees improve the performance of enterprise as well (Huber, 2011). The firm is able to reduce the employee attrition rates, and it is able to retain more employees easily. The issue of absenteeism is reduced due to effective training program since the company analyses their needs before proving them training which motivates them to perform better (Topno, 2012). It is also easier for Tesco to expand its business in new markets due to the effectiveness of its systematic training program.
Effective training program enables Tesco to provide high-quality services to its customers which result in creating loyal customer base who prefer to shop only from Tesco. It resulted in increases the profits of the enterprise and also assists in business expansion. Due to effective training program, the firm is able to increase its return on investment from 2016 to 2017. The revenue of the company increased from 37,189 (2016) to 37,692 (2017) due to the effective training program (Tesco PLC, 2018c). The firm has become “employer of choice” due to an effective training program since it enables employees to provide high-quality services to customers. High skilled employee also assists in the functional flexibility of the corporation which helps in its global expansion (Blattman, Fiala and Martinez, 2013). Lower staff turnover also results in reducing the cost of the firm. The company is able to make greater use of staff skills and abilities due to effective training programs. It also results in improving their decision-making process. The return on investment for Tesco is increased because it is able to provide a great commitment to the organisational and local goals which also resulted in improving its profits.
Part 3 Factors that influence HR decision making
Employee relations are defined as the efforts taken by a corporation in order to maintain effective relationships between employees and employers. Effective employee relation ensures that employees are treated fairly and equally in the company, and it also ensures that employees are committed and loyal toward their job and the firm (Gupta and Kumar, 2012). Strong employee relations are crucial to the success of an enterprise since it improves employees’ productivity and customer satisfaction. ITV is a London headquarter based commercial television network firm which operates in the United Kingdom (ITV PLC, 2018). The firm has implemented different strategies for improving communication between the employees which assist them in establishing positive employee relations such as weekly watercooler, 60-second-update, briefing meetings and others. These policies assist the enterprise is reducing different employee-related challenges such as strike and disputes (ITV Responsibility, 2010).
Effective employee relations assist in reducing the conflicts between employees and the management which resulted in the effective implementation of organisational policies. In ITV, it assists in reducing the risk of strike action, and it ensures that employees perform their work as per the recording schedule is given by the enterprise because timing is everything for ITV (Rubery, 2015). The employees in ITV works collaboratively to perform their tasks, for example, production employees work with technical team to ensure that both of them are ready at the time of shows. Positive employee relations ensure effective collaboration which resulted in ensuring that the firm is able to provide its services without any delay or lag. Another advantage of effective employee relations is that they help companies in complying with different regulations and government laws. It built team spirit among employees of ITV and helped management treat employees equally. It provides high job satisfaction to employees and increases their self-confidence.
Employee relations have a significant influence on HR decision-making in ITV; the HR managers have to ensure that they maintain a positive relationship with employees in order to avoid issues. The HR executives continuously collect the feedback from employees in order to analyse their needs and implement policies to fulfil such requirements (Bach, 2011). It also assists them in engaging with the staff and understands their demands better. The ITV’s intranet or otherwise known as the Watercooler is a good example of the influence of employee relations on HR decisions. The HR department implements policies such as the Watercooler and 60-second-update to improve the communication between employees and management which assist them in recognising issue face by the workers (ITV Jobs, 2018). It assists them in understanding the nature of trade unions and enables them to conduct collective bargaining with them. Effective employee relations ensure that interest of each employee is represented fairly and equality in the enterprise since the majority of the staff is not the part of trade union.
There are different key elements of employment which corporations have to deal with such as minimum wages and remuneration, working hours, leaves, trade union, working conditions, equal rights, safety and welfare, labour law administration, and others. The HR managers at ITV comply with different legislation to maintain employee relations. For example, ITV has to comply with Equality Act 2010 to ensure that all employees are treated equally in the enterprise (Legislation.go.uk, 2018a). The HR decision-making process requires a thorough examination of this act to ensure that HR executives did not discriminate between employees based on age, disability, sex, caste, race, religion or gender.
The HR department at ITV deals with the data of a large number of employees, therefore, the firm has to complies with Data Protection Act 1998 (Legislation.go.uk, 2018b). The HR department of ITV has to ensure that it did not disclose any personal or sensitive data of an employee to other parties since it is considered as a data breach. The implementation of Data Protection Act 2018 will bring new changes for ITV, and its HR department has to ensure that it complies with new regulations. As per the new regulation, the HR department of ITV has to keep a record of how and when employees give their consent regarding storing and using their personal data (Wilson, 2017).
Another key legislation is Health and Safety at Work 1974 which provide provision regarding working hours, minimum wage, employee rights and others. As per this act, the HR department of ITV has to ensure that it keeps a record of working hours of its employees. For example, an employee cannot work more than 48 hours unless he/she opt out of his/her right for different exceptions such as 24 hours shift, working as an executive manager or others (Legislation.go.uk, 2018c). The HR department also maintains records of the salaries of employees to ensure that they are not receiving less salary than minimum wage and change in rates apply automatically. The provisions of Equality Act ensure that HR executives did not discriminate between candidates during recruitment and selection process, and the managers are reviewing their practices to avoid unfair treatment. The training managers also have to comply with equality requirement to ensure that they conduct fair review of employees. The HR managers also deal with sick leaves, benefits, and accidents caused on office property to ensure that employees of ITV remain safe and the enterprise protects their rights.
Conclusion
In conclusion, the report analysed different case studies to analyse how HRM is operating in different organisations and how different factors influence the decisions of HR managers. Organisations implement different HR strategies and policies to keep their employees happy since it results in improving their performance and profitability. Effective communication practices result in establishing positive employee relations that creates a positive working environment in organisations. The firms have to deal with different legislation to ensure that the HR department protects the rights of workers. The HR managers should use technologies to perform their actions since it results in improving their efficiency and effectiveness.
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