Reference no: EM132675507

Case study review report

Task-1

Case Study- Workforce planning, recruitment, selection and employee relations

(This task require the learner to provide evidence relevant to Learning Outcomes 01; 02; and 03)

You have recently been appointed as a humanresource manager for an organisation of your choice.The organisation has a history of high staff turnoverand low morale. You have been tasked with leading on the reviewing and re-structuring of the current recruitment and selectionprocedures and HR practices in line with organisation's strategic objectives.

In order to carry out the above task, you are advised to include following aspects of HRM in your review report based on your research and findings.

An overview of the organisation

P1.An explanation of the fundamental purpose of Human Resource Management and its main functions (i.e. job analysis, training & development, performance management etc.) applicable to workforce planning and resourcing an organisation.

P2.Provide an explanation on the strengths and weaknesses of different approaches to recruitment and selection (such as internal recruitment external recruitment).

To achieve:

M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfill business objectives

M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection.

P3 Explain the benefits of different HRM practices such as training and development, reward management, flexible work options within an organisation for both the employer and employee.

P4Evaluate the effectiveness of your chosen organisation's HR practices identified in ‘P3' (such as training and development, reward management, flexible work options) in terms of achieving the objective of increased profitability and productivity using relevant facts and figures.

To achieve:

M3 Explore the different methods used in HRM practices, providing specific examples to support evaluation within an organisational context.

P5 Analyse the importance of employee relations (such as adversarial, traditional, partnership and power sharing (i.e labour unions) in respect to influencing HRM decision-making such as discipline, grievances and redundancy

P6 Identify the key elements of employment legislation such as equality act 2010, data protection act 1998, health and safety act 1974 and the impact it has upon HRM decision-making such as discipline, grievances and redundancy

M4 Evaluate the key aspects of employee relations management and employment legislation that affect HRM decision-making in an organisational context.

Task-2- This task require the learner to provide evidence relevant to learning outcome 04)

(Scenario)

For many years, Southwood relied on a single recruitment method: to advertise all teaching positions in a specialist newspaper publication called TES (Times Educational Supplement). Basic advertisements were placed in this publication one time, and interested candidates were instructed to contact the school to request an application package.

Other schools in the area also used TES for recruitment, but in addition, they placed advertisements in a local newspaper and on a web site for teaching vacancies. Some schools even launched a page on their school web site to enable candidates to download all of the application information.

The HR manager reviewed the school's recruitment and selection methods because there was concern that best-practice methods were not being used. In addition, the principal thought that some inappropriate candidates had been hired which could have been avoided if better methods had been used.

In order to illustrate your understanding and application of HRM practices in a work-related context, you are required to develop a portfolio and submit with following documents:

P7 Prepare relevant job description, person specification and a job advert for the job role of teacher at Southwood college.Outline the steps you might take to select potential capable employee/s (screening) for the job role of teacher at Southwood college.

To achieve

M5 Provide a rationale for the application of specific HRM practices in a work-related context