Human Resource Management and Employment Laws

The report covers various aspects of Human Resource Management, including its significance in organizational effectiveness, efficient and productive work, and the benefits of HRM practices for employees and employers. The document also highlights the importance of employee relationships and discusses relevant employment laws and regulations. Additionally, it provides an example of a job specification.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
LO 1 Explain he purpose and scope of Human Resource Management in terms of resourcing an
organisation with talent and skills appropriate to fulfil business objectives...................................1
1.1 HRM and its purpose and functions.......................................................................................1
1.2 Weaknesses and the strengths of various approaches of selection and recruitment..............2
1.3 HRM functions providing skills to fulfil business objectives................................................4
1.4 Strength and weaknesses of selection and recruitment..........................................................4
LO 2 Evaluate the effectiveness of the key elements of Human Resource Management in an
organisation......................................................................................................................................4
1.5 HRM practices benefits for employers and employees.........................................................4
1.6 Effectiveness of different HRM practices..............................................................................5
1.7 Various methods of practices of HRM.................................................................................6
1.8 Selection and recruitment the weaknesses and the strengths.................................................6
TASK 2............................................................................................................................................6
LO 3 Analyse internal and external factors that affects Human Resource Management decision-
making, including employment legislation......................................................................................6
2.1 Employee relation importance in decision making process of HRM....................................6
2.2 Employment legislation ........................................................................................................7
2.3 Employee legislation and employee relation management....................................................8
LO 4 Apply Human Resource Management practices in a work-related context..........................8
2.4 Job specification.....................................................................................................................8
A template job offer for the desired candidate...........................................................................10
2.5 Application of practices of HRM.........................................................................................10
2.6 Evaluate employee relationship...........................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCE.................................................................................................................................12

INTRODUCTION
The human resource management (HRM) refers to a series of steps which are to be
followed since the time when the employees are hired till the tome the employees leave the
organization. It includes many functions like selection, development and training, recruitment,
induction, orientation, maintaining employees satisfaction, maintaining labor relation,
compensation and many more activities are performed by the HRM (Wickramasinghe and
Wickramasinghe, 2017). The report will start by discussing about the different functions of the
HRM along with the purpose of the HRM performed at Tesco. Further it will show some light on
the weaknesses and the strengths of the various methods of selection and recruitment. Next it
will highlight the benefits which the employees and the employer gets by using various practices
of HRM. After that it will demonstrate the importance of the employees' relation by using HRM
practices. Also, it will discuss some laws relating to the employment. At last it will give and
example of a job specification.
TASK 1
LO 1 Explain he purpose and scope of Human Resource Management in
terms of resourcing an organisation with talent and skills appropriate to
fulfil business objectives.
1.1 HRM and its purpose and functions
The human resource refers to the manpower present in the company and its working. The
HRM is a system that deals with managing the human resource or the manpower in the company
and is responsible for fulfilling the needs and the requirements of those workers and the
employees. The HRM plays a crucial and important role and function in managing the
employees. The major functions performed by the HRM are as follows- Job analysis and job design- the job analysis is the major role or function that is
performed by the HR. It involves assessing the requirements of the vacant job position
and a description of the job. It involves the key requirements which are required to
perform that job such as the skills, traits, characteristics required, the minimum
qualifications and the experience required to be have with the candidate. Assessing all
these requirements is the duty of the HRM.
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 Recruitment ans selection- the another function to be performed by the HRM is to carry
on the activity of selection and recruitment (Tyson, 2014). This function starts with
advertising of the vacant position in the market with help of various advertising methods.
Further it involves taking interviews and written test in order to test the ability of the
candidate. At last it involves selecting the best suitable candidate. Development and training- this is another major use of HR function which is to be
carried on by the HR department. This function involves helping the employees in getting
trained with the latest techniques and skills currently going on in the market. Also, it
includes providing training to the existing employees so that they also are competent to
develop knowledge and skills with intention to perform their job efficiently and
effectively.
 Grievance handling- this is another important and essential role of the HRM. This
function involves solving the problems of the employees if they have any. The employees
share their problems with the people of the HR department. The people of this
department than pays attention towards their problem and tries to solve the problems and
the grievances of the employees.
1.2 Weaknesses and the strengths of various approaches of selection and recruitment
Recruitment- this refers to an activity of searching for the candidates and people who are
interested in doing the job. It involves attracting the prospective candidate in order to influence
them to apply to the vacant position.
Method of recruitment Strengths Weaknesses
Internal recruitment- the
internal source of recruitment
is the cheapest because it
involves recruiting the
employees from within the
organization only. For
example transfers, promotion,
demotions and many other
options.
This method helps in
increasing the morale of the
employees because it involves
promotions to higher post
which is expected by all the
employees (Storey, 2014).
Another strength is that the
existing employees know the
way of working and the rules
and the regulations of the
The major weakness is that if
this source of recruitment is
used then there will be more
requirement of employees for
that position at which the
promoted employee was
working earlier.
The another weakness is that if
more of internal recruitment is
used then it will demotivate
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organization. This is beneficial
because it will minimize the
cost of induction and
orientation of the new
employees.
other employees who are not
promoted.
External sources- these are a
type of recruitment which is
done from outside the
organization by using different
methods like advertising,
campus placements, labor
unions, casual callers and
many more other ways (Rees
and Smith, eds., 2017).
The major strengths of this
method of recruitment is that
this source of recruitment
provides many options and
variety of people to choose
from.
The another strength of this
method is that this source
provides people with the new
and latest knowledge, skills
and competencies.
The major weakness of this
type of recruitment is that it
may lead to dissatisfaction and
decrease in the morale of the
employees because if new
employees will come then
more attention will be given on
them and existing employees
will be ignored.
Selection- this refers to a process of selecting from a variety of options available at the time of
the recruitment.
Method Strength Weaknesses
Interview- this is a method
used for selecting a candidate.
This is a face to face
interactive method wherein the
interviewer asks questions to
the selected employees at the
preliminary interview.
This is the best method of
selection because it helps the
interviewer in thoroughly
examining the candidates
because interview also helps in
analyzing the candidates way
of speaking, his body
language, expression and
many more other features.
The major weakness is that
this method is very costly and
involves very much time to
complete the whole process of
the interview.
Personality test- these are the The major strength pf this The major weakness is that
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latest methods of selecting a
candidate from a large group
of candidates by taking some
written test of them in order to
test the candidates on some
basis like, mental ability,
aptitude, emotional stability
and many other characteristics.
selection method is that this
method allows the selector to
better understand the
candidates and it also helps in
having a written proof
regarding what the candidates
answered because it is a
written test.
this method is very time
consuming and also a very
expensive method (Nasir and
Author, 2016).
1.3 HRM functions providing skills to fulfil business objectives
HRM functions helps to develop the skill of planning properly the future needs of the
companies and accordingly decide to manage the activities through they can achieve their
objectives (Mone and London, 2018). Further, through HRM functions the Tesco can create the
pleasant environment within their organization that help the employees to utilize their skills more
effectively and achieve the operational goals of the organization.
1.4 Strength and weaknesses of selection and recruitment
The different approached of HRM help to make recruitment technique cost-effective and
might improve worker morale. Simultaneously, it facilitates the Tesco to preserve pinnacle skills
and reduces employee turnover. On the flip side, these approaches have negative side as it can
reduce the capable employees from the company and increases the clashes within the
organization.
Furthermore, the different approaches of HRM help in the selection method where Tesco
can choose the suitable candidates for particular position while reject those candidates which are
not suitable for the job. On the other hand, the weak point of this method is that it uses a lot of
time of the Tesco while selecting the potential employees and rejecting incapable employees.
LO 2 Evaluate the effectiveness of the key elements of Human Resource
Management in an organisation.
1.5 HRM practices benefits for employers and employees
The HRM practices refers to a combination of different policies and practices which are
used in order to encourage the employees in order to modify the execution and the productivity
of the workers within the Tesco. The different types of practices of HRM are like development
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and training, performance appraisal, reward and recognition system, career planning, induction
and many other practices which are helpful in motivating the employees in working to their
fullest potential (Helmreich and Merritt, 2017).
Benefits to employee's-
 The use of HRM practices helps in providing continuous training to the employees and
this leads and helps the employees to remain updated with the latest and new technology
and this use of this technology helps them in increasing the productivity.
 Continuous use of these practices will encourage and motivate the workers and this will
help them in understanding their weaknesses and the strengths and the culture of the
organization. With use of providing good working environment the employees will be satisfied and if
they will be satisfied then they will be more attached towards their work and the
organization and if they will be attached and committed towards their work then they will
work hard to achieve goals of the organization (Eaton, 2017).
Benefits to employers-
 If these HRM practices are used by the organization then it will be helpful for the
organization because it provides a focused and centralized management in all employee-
related concerns like, benefits, pay and training etc.
 Another benefit is that the human resource manager can develop an appraisal system for
employees to assess their conceptual skills, human skills, and technical skills. The use of
practices of HRM will help the manager to make a program for the promotion of the for
the deserving employees.
1.6 Effectiveness of different HRM practices
The practices are defined as the accumulation of different practices and standards which
are used to boost the worker with intention to improve the presentation and the productiveness of
the employees within the organization. The different types of HRM practices are discussed
below- Flexible working options- the use of this HR practice helps and provides the employees'
flexibility on where, and when they work how long. The employees can have access to
flexible working because of these human resources policies and practices which usually
require supervisory approval.
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 Extensive training- this is the most important practice of the HRM. This is the best
practice HR the best practice because it includes implementation of different training and
development in the Tesco. The company invests heavily in training for its employees.
 Transparent and participative management style- this style of working includes the
practice of keeping the employees well informed about all the aspects of the organization.
The implementation of these factors will make the employees feel that they are not
working for a faceless employer because the seniors are discussing issues with the
employees (Brewster, Chung and Sparrow, 2016).
1.7 Various methods of practices of HRM
Development and training are the methods used within the HR practices that consist of
new-employee orientation, job capabilities training, training related to leadership and
management and professional improvement (Bailey and et.al., 2017). However, those training
programs improve employees' capability in their present day positions and equip them with
abilities and understanding for cross sectional task which could grow their worth to the company.
For example: companies have arranged a training program which is mandatory for the employees
to achieve and select their area in which they need to get the training.
1.8 Selection and recruitment the weaknesses and the strengths
The recruitment procedure is less time consuming and require lessor resources to conduct
the process. Whereas, the recruitment process reduces the potentiality of existing employees and
leads to conflict within the organization.
The selection process help the companies to select appropriate candidates and reject the
remaining one. On the contrary, the process of selection is very time consuming and require
more resources.
TASK 2
LO 3 Analyse internal and external factors that affects Human Resource
Management decision-making, including employment legislation.
2.1 Employee relation importance in decision making process of HRM
Employee relation may be referred to as the relationship which exists between the
employee and the employers in the company or the business. The function of HRM is to manage
and monitor the working of the employees and to manage a cordial relation among all the
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employees within the organizational premises. For better working on the organization it is the
duty or obligation of the HR department to provide a comfortable and harmonious working
environment and culture in the organization. Maintaining a healthy employee relationship helps
and improves the productiveness and the employees and reduces the turnover of the employee.
Some importance of employee relation are as follows-
Communication- communication refers to the transfer pf idea, information from one
person to another in the same way as intended by the sender. The communication between
employee should be healthy. It is because of the reason that healthy communication promotes
healthy environment which makes the organization more efficient and effective. Good and sorted
communication also increases the chances of higher profitability because of the reason that clear
and sorted communication will clear all the doubts of the employees and they will work
productively. (Amossé and et.al., 2016).
Feedback- Taking feedback is very important from the point of view of the employees.
Taking feedback means asking from the employees that whether they are satisfied or not from
their work, they are having some problem or not and any other grievance they are facing. The
feedback can be of two types that is either good or the bad feedback. Both the negative and
positive feedback helps the HR manager in taking decisions for benefit of organization.
The employees' relation helps and influences in HRM decision making because if the
relation between the employee's and the management are not fluent and cordial than it will lead
to a situation of misconduct, misunderstanding and confusion (Mosier and Skitka, 2018). For
example the manager has to assign the task to the subordinate but if there is a communication
gap between the both of them then the manager might not assign the task to that person out of
personal grudges. This might demotivate the employee and he may feel dissatisfied.
2.2 Employment legislation
The employment legislation may be defined as the different types of laws which governs
all the aspects relating to the employment in the organization. The different types of legislation
applicable to the Tesco are as follows- Health and safety act 1974- this act is made under the guidelines of the Parliament which
sets out the guidelines for managing the health and safety at the organization and the
workplace in the UK. It covers everyone present in the company that is from the owners
to the employers, to the managers and all the maintainers of work premises and any other
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person relating to the Tesco. These rules and guidelines are related to the maintenance of
the health and safety measures at the workplace within the organization. For ensuring the
maintenance of health and safety measures the government has hired an authority which
is The Health and Safety Executive (HSE).
 Anti discrimination law- this act is defined as the legislation which is planned and made
with intention of preventing the discrimination against particular group of persons or
employees. The groups coming under the guidance of the act are often called as protected
group or protected classes. This types of law are made with intention of preventong
discrimination in employment contract within the organization, housing, education,
another areas of social life, such as public accommodation (Noe and et.al., 2017).
 Equality act 2010- this is an act made under the guidance of the Legislative assembly of
the United kingdom. This act aims at protecting all the employees at the workplace from
all types of discriminations. The discrimination can be in any term like on basis of
gender, caste, religion, age, income and many other factors. This act saves the employees
and provides them protection against indirect and direct discrimination, victimisation,
harassment and many other similar activities.
2.3 Employee legislation and employee relation management
Employee relations include each man or woman members as well as corporate relations.
Individual members of the company imply relationship between company and personnel (Noe
and Hollenbeck, 2017). Collective members mean, relation among employers’ institutions and
trade unions as well as the position of the nation in regulating those family members.
Further, employee laws exist to defend employees and offer employers with different
policies for fair and gainful employment of team of workers and personnel.
LO 4 Apply Human Resource Management practices in a work-related
context
2.4 Job specification
The job specification refers to as a written document which specifies the special requirements
and qualifications which are required for performing the job, the qualities, level of experience,
different types of skills required and many other details.
Title Description
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Position HR Assistant Manager
Reports to Senior HR manager
Salary 15,000 per month
Time 9.30 am to 6.00 pm
Qualifications Must have university degree in Human resource management
Must have exposure to the labor laws and the employment equity
regulations.
Must be certified by CIPD.
Experience At least experience of 2 years as an HR assistant with renowned
companies.
Responsibilities  Support the daily operations of the HR.
 Recruitment and selection.
 Maintaining cordial employee-employer relations.
 Grievance handling.
 Performance appraisal and performance management.
 Ensuring safety of the employees their welfare and well being.
Skills required  Good interpersonal skills.
 Excellent communication skills.
 Must have working ability well with the group or the team.
 Must be able to motivate others to work well.
 Must have knowledge of HR software like HRIS or HRMS.
Interview questions
1. Tell us something about yourself?
2. Why did you leave your previous jobs?
3. In case of conflict between the employees how will you handle it?
4. For giving instructions what methods will you select?
5. Is multitasking important for an HR manager?
6. How will you deal with the work in a team?
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7. If there will be any new change in he environment then how will you manage it?
A template job offer for the desired candidate
Job offer from TESCO
Dear XYZ,
Thank you once again for taking time and coming to meet with us at the office of TESCO. We
have clearly scrutinized and reviewed your application and we have evaluated your skills and
capabilities and we are truly impressed with these skills.
For this reason I would like you to offer the position of HR Assistant Manager. This is a full time
position and you would be reporting to our position at HR department. Your annual gross salary
will be 15000 per month. In addition you will also be eligible for bonus and rewards if you
perform well.
In case you accept this offer then you are expected to start the job till 10 th of June. It will be
best if you give your respone by today itself. Directly contact me if you have any additional
questions.
We are looking forward to have you in our company.
Best regards
HR, Tesco
2.5 Application of practices of HRM
HRM practices improves the organization's backside line with its know-how of how
human capital impacts organization success and revenue. However, Leaders with understanding
in HR practices take part in Tesco selection-making that underlies present day staffing evaluation
and prediction for future personnel needs based on business objectives.
2.6 Evaluate employee relationship
If the organization has strong employee-employer relationship while conducting the
activities of the business thus it will positively impact the process of decision making relationg
to the business organization
On the other hand, if the relationship among employees are not strong and are leading to
conflicts among them, them company will fail to achieve their objectives and negatively impact
their process of decision making.
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CONCLUSION
The human resource management refers to the process through which the management
makes an efficient and effective utilization of the human resource with the intention of
accomplishing the goals and the objectives of the Tesco. The whole human resource
management is concerned and related to all the people in the organization. After the study of the
whole report it can be concluded that without HRM the company or any organization cannot
work effectively, efficiently and productively (Valeau and Paillé, 2017). The report demonstrated
roughly about the various roles and functions of the HRM along with the purpose of the HRM.
Further it reflected some light on the weaknesses and strengths the of the various methods of
selection and recruitment. Next it highlighted some benefits which the employees and the
employer gets by using various types of practices of HRM. After that it demonstrated some
importance of the employees' relation by using HRM practices. Also, it discussed some laws
relating to the employment. At last it discussed an example of a job specification.
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REFERENCE
Books and journals
Amossé, T. and et.al., 2016. Comparative Workplace Employment Relations. Palgrave
MacMillan, London.
Bailey, C. and et.al., 2017. The meaning, antecedents and outcomes of employee engagement: A
narrative synthesis. International Journal of Management Reviews, 19(1), pp.31-53.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Eaton, J., 2017. Globalization and human resource management in the airline industry.
Routledge.
Helmreich, R.L. and Merritt, A.C., 2017. Culture at work in aviation and medicine: National,
organizational and professional influences. Routledge.
Mone, E.M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Mosier, K.L. and Skitka, L.J., 2018. 10 Human Decision Makers and Automated Decision Aids:
Made for Each Other?. Automation and human performance: Theory and applications.
p.120.
Nasir, N.F.B.M. and Author, D.I.B.S., 2016. The Role of HRM Practices in Influencing
Employees’ Intention to Leave. International Academic Research Journal of Social
Science. 2(1).pp.27-32.
Noe, R.A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international
perspective. Sage.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Tyson, S., 2014. Essentials of human resource management. Routledge.
Valeau, P.J. and Paillé, P., 2017. The management of professional employees: linking
progressive HRM practices, cognitive orientations and organizational citizenship
behavior. The International Journal of Human Resource Management. pp.1-27.
Wickramasinghe, V. and Wickramasinghe, G.L.D., 2017. Effects of HRM practices, lean
production practices and lean duration on performance. The International Journal of
Human Resource Management. pp.1-46.
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