Formal report

Table of Contents
INTRODUCTION......................................................................................................................3
MAIN BODY.............................................................................................................................3
TASK1.......................................................................................................................................3
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.....................................................................................................3
P2 Explain the strengths and weaknesses of different approaches to recruitment and
selection..................................................................................................................................5
TASK2.......................................................................................................................................7
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee.........................................................................................................7
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity............................................................................................................9
TSAK3.......................................................................................................................................9
P5 Analyse the importance of employee relations in respect to influencing HRM decision-
making....................................................................................................................................9
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making.....................................................................................................................9
TASK4.......................................................................................................................................9
P7 Illustrate the application of HRM practices in a work- related context, using specific
examples.................................................................................................................................9
CONCLUSION..........................................................................................................................9

INTRODUCTION
Human resources management can be defined as a process which is followed by
organisation and act as a part of management which is related to managing human resources
within the organisation(Black, Washington and Schmidt, 2016). It forms number of activities
which are related to management of human resources which are recruitment selection
placement orientation compensation management performance appraisal and many more. All
these activities are performed by human resources management department in the
organisation in order to achieve the objectives and perform the function in an effective
manner. It is essential for firm to perform appropriate system so that it can achieve objectives
in a timely manner by retaining the employees as well as managing talent in business
organisation. This report is based on study of Tesco, under this report there is discussion
about the impact of human resources management on Tesco. It is a British multinational
organisation which is selling products such as food clothes and many others. It is a British
giant retailer which is performing its function at global level. In current business
environment, Tesco is holding more than 9000 stores across globe which provide
employment to more than 150000 employees.
In context of the current report it consist discussion about the purpose and function of
human resources management. This begins with identification of strengths and weaknesses of
different approaches to the recruitment and selection. Along with this, there is also a
discussion about the benefits of HRM practices for employer and employee as well as
effectiveness of different HRM practices in terms of profitability and productivity.
Importance of employee relationship and their influence on decision making will be
discussed with identification of key elements of employee legislations and their impact. In
last, there is discussion about the application of HRM practices in context of current working
situation.
MAIN BODY
TASK1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
Human resources management trends to the process which is related to developing
plans arranging activities and managing function in order to promote human resources of
organisation and bring policies in their development. In context to this, human resources
management department plane number of purpose and function to manage the employees and
achieve the objectives in appropriate time (Bratton and Gold, 2017). Tesco is also using
human resources department which follow number of purpose and functions. These are
directly linked to productivity and management of human resources in relation to achieving
the goals and objectives. Some of these purpose and functions are discussed below:

Purpose
 The prime purpose of human resources management in usko is to improve the
efficiency and bring effectiveness within human resources of organisation.
 The second purpose of human resources management is to look after the development
of human resources so that productivity can be brought within their functioning.
 The third purpose of human resources department within a score is to ensure a
positive relationship between different employees and employers so that they can
work accordingly and bring innovation in tesco.
Function
Recruitment and selection: recruitment and selection is a prime function of human
resources department with an organisation as it is a basic thing to involve employees and
perform the functions. It is identified that human resources department used to recruit the
employees from the market in order to process screening and selecting the potential
employees for performing the job and employing qualified candidates. Main aim of human
resources department within an organisation is basically attract highly qualified employees
who can perform different jobs and fulfil the vacant policies. In context of Tesco, also use
this function of human resources department in attracting the qualified employees and
fulfilling the vacant post so that functioning can be done in an appropriate way (Brewster,
Vernon, Sparrow and Houldsworth, 2016).
Training and development: training and development is the most important function
which is played by human resources department in an organisation. This simply means that
providing training employees will boost their skills and abilities and help them in performing
according to the dynamics of business environment. Business environment subject of
different dynamics which impact on the performance of Tesco within market. This make it
essential for the organisation to perform the functions and effectively utilise the resources to
lead the individuals in the direction of goals and objectives. In the current business era, this is
the most important function which is played by human resources department within the Tesco
as it helps in increasing the current situation and help in building better future performance.
Orientation: orientation of employee can be defined as an introduction of the
employee to the work as well as other individuals were working within the organisation. This
function is also performed by human resources department within the firm so that
relationships can be maintained within the working environment of Tesco and motivational
environment can be established. Orientation is important function with performed by human
resources management as it helps in collecting the employees together as well as providing
them inside about their work. This will act as small training programs which enable
employees to identify their future work as well as understand their duty and responsibility to
manage working conditions appropriately (Delery and Gupta, 2016).
Managerial function: These involve those functions which are performed by human
resources department as a secondary function for allied function to the top management. It
include functions such as planning organising staffing directing reporting controlling

budgeting and many others. All these managerial function are performed by human resources
department in alliance with the other management department so that a coordinated
environment can be established within Tesco and working can be completed in a smooth and
fine way.
Operative functions: operative functions can be defined as those duties and
responsibilities of human resources department which are related to managing the operations
of different individuals within organisation by motivating and guiding them according to the
needs and requirements of current business situation. In context of Tesco, the management
within the firm used to guide and motivate employees in order to perform their functions in
an effective way and achieve the business objectives (Evans, 2017).
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
Recruitment and selection is a major function which is performed by human resources
department in organisation. This is because recruitment and selection is essential for every
organisation to manage the functions and perform the employee’s duties and responsibilities.
In the current scenario of business recruitment and selection play an important role within an
organisation in order to fulfil the vacant post and employ a best individual who can perform
the roles and responsibilities of respective job. There are two types of resources which can be
used by an organisation in order to fulfil the vacant post as well as recruit and select the
individual on that particular post. These are discussed below:
Internal source of recruitment
Internal source of recruitment are those sources in which organisation recruit
employee from inside the organisation. Under this approach of recruitment organisation try to
motivate the employees by providing them opportunity to get promoted and transferred on
the respective job by some increment in authority as well as compensation. It is effective way
to retain the talented employee as well as motivating them to work harder so that they can
easily manage their skills and ability to perform different jobs and get promotions and
transfers accordingly. This involved different methods which can be used as an internal
source of recruitment by Tesco. Both of these are discussed below:
Transfer: Transfer can be defined as shifting of employee from one place to another
by changing their roles and responsibility according to fulfilling the vacant position within
the organisation. In context of current business scenario transfer is a common method which
is used by number of organisation to change the roles and responsibility of individual by
promoting them to the higher role and changing their position in the current business
environment. This is helpful in reducing the monotony of the worker and fulfilling the vacant
post by appropriate skills and abilities of individual (Kianto, Sáenz and Aramburu, 2017).
Promotion: Promotion is one of those methods which is used by Organisation in
order to promote the employees within internal system of organisation and increased their
role and authority. IT act as a effective system to fulfil the vacant post by retaining the
talented employee within the organisation and promoting them to perform more functions and
get satisfaction by performing these functions. This will provider autonomy to the

organisation in order to perform t-system appropriately and manage different individual roles
and responsibilities within an organisation. In context to present business scenario is cocaine
use promotions to fulfil the vacant post that required higher authority and better experience.
Strength
 The major strength of external source of recruitment is that they are helpful in
promoting the culture of organisation as well as managing function because it
recruiter existing employees on the vacant post which help in maintaining the culture.
 One more benefit of using internal source of recruitment is that it reduces the effort
and caused because of using internal sources who doesn't require any kind of training
and development for a particular job.
 This is also helpful in reducing the effort of organisation toward the induction
programs because of using existing employees who are performing with an
organisation for longer period of time.
Weakness
 Internal sources have some weaknesses which is related to not suitable for all kind of
organisation such a start-up new business venture because of low level of experience
as well as no higher authority within business entity.
 This is also not suitable for those individuals who are seeking better career
opportunities in future because it doesn't bring better future career opportunities in the
mind of individual and will difficult to manage their sources.
 This will also reduce the fresh talent chances within an organisation because of using
existing sources and will promote demotivation with employees because of hesitation
within environment
External sources of recruitment
External sources of recruitment can be defined as those sources of recruitment which
involve motivation by recruiting the employees from external sources in order to fulfil the
vacant position within the organisation (Mondy and Martocchio, 2016). There are number of
sources which can be used by Organisation in order to fulfil the vacant post which include
external fulfilling. These are advertisements campus recruitment walk in interviews job
portals and many others. D sources provide organisation and opportunity to fulfil the vacant
post with the fresh talent. It is also helpful to the firm in managing the functions of different
place according to the needs and requirement and filling the vacant post with considering a
highly talented employee.
Strength
 External sources of recruitment include number of strength where they bring fresh
talented from the outside campus of organisation. This is helpful in boosting the
productivity as well as fulfilling the vacant post with innovative ideas so that
organisation can easily obtain a talented employee.

 Hiring employees from external sources will also lead in opening maximum
opportunities for a firm to fulfil the vacant post by highly qualified employee and
skilled candidates who can perform according to the current business situations. This
is also helpful to the organisation and fulfilling the vacant post by including mass
recruitment.
Weakness
 Along with some strength external sources also include weaknesses such as taking
long time and cost in order to hire the employees in comparison to internal sources of
recruitment.
 It is also analysed that it damage the moral of existing employee within the
organisation because of low chances of promotion and transfer.
 It is evaluated from the above-mentioned information that there are a number of
sources which can be used by Organisation in order to fulfil the vacant post and
achieve the objectives and appropriate time. This is helpful for organisation to achieve
talented employees and perform the function in an appropriate manner.
TASK2
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee.
HRM practices for always beneficial for both human resources of Organisation in
context of employee and employer. This is because human resources practices involve
different functions which have to be performed by individuals in order to manage the
functioning and achieve better productive results (Noe, Hollenbeck, Gerhart and Wright,
2017). It is directly related to ensuring the function and implementation of these functions to
the human resources so that firm can achieve its survival objectives and promote the function
of employee and employer. Human resources management involved different practices such
as recruitment selection placement compensation management performance appraisal which
are helpful to the manager of the organisation as well as employee in fulfilling their needs
and requirements. In context of Tesco, it is identified that all these functions are applicable to
work the benefits of employer and employee which are discussed below:
Benefits of HRM practices for employees
Promotion of positive behaviour: HRM practices within organisation are directly
linked to the performance of employees as well as their behaviour in accordance with the
business environment. This is evaluated that HRM practices bring positive behaviour in the
employees and help in managing their function according to the needs and requirements. This
is also identified that using these functions will help the manager in achieving better results
and performing the function in an appropriate manner (Patterson and Zibarras, 2018). Human
resources management include number of tools and techniques like motivation and guidance
which promote the employees benefits in testing and provide them healthy work
environment. This will bring positive behaviour in employees and leads to handling the issues

of work within Tesco. This will also reduce conflict between employees as manager with
intense to use HRM practices such as direct involvement to reduce the conflicts and perform
the function in an appropriate manner which impact on behaviour of employees and help
them in increasing their productivity for achieving their personal goals by linking them with
organisational once.
Developing employees: Human resources are also linked to managing and developing
the employees by including number of training and development programs. Please training
and development programs are designed to promote the functions of human resources and
increase their skills and abilities according to the requirements. This is essential for manager
to perform the activities and achieve objectives appropriate manner. This help in increasing
the knowledge and skills of employee so that they can perform their future objectives and
develop their career opportunities by using these training and development programs. HRM
department within Tesco also promote these functions by enabling training and development
sessions on a regular basis.
Benefits of HRM practices for employer
Motivating worker: HRM practices are directly related to motivation of individuals
within an organisation so that they can boost their performance and work in an appropriate
manner to achieve the objectives. This is helpful to the management staff of Organisation in
becoming work oriented so that they can perform and achieve the objectives of employees
working in efficient manner. This promotes a goal directed behaviour within firm which will
assist the organisation in raising its profitability and benefits by using the motivated
employee toward the organisational working. HRM practices used various kind of monetary
and non-monetary benefits so that employees can get motivated and work under appropriate
guidance to achieve the objectives in a successful and positive manner (Pavlov, Mura,
Franco-Santos and Bourne, 2017).
Reducing employee turnover: Human resources management practices lead to
increasing the motivation and morale of employee so that they can work in an appropriate
manner and will reduce the employee turnover ratio. It is evaluated with organisational
introduction in employee turnover is essential part of every organisation because form invest
number of resources on developing the human resources and it will get waste if employee
leave the job in a short period. Order to maintain the employees and reducing the employee
turnover issue it is needed by organisation to use an effective human resources practices
which will lead in guiding and motivating the employees and help in performing the work
which will increase the productivity and reduce the cost of organisation like Tesco.
It can be evaluated from the above mentioned information that human resources
management play important role in managing the the benefits for both employer and
employee in an organisation. Did this leads to successful achievement of objectives and
managing the function according to the requirements so that organisation can achieve better
results within the environment where it is working.

P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity
HRM practices are important for Organisation in order to manage the function in a
plant B and leads to improvement in performance of different task. There are a number of
HRM practices which are helpful in increasing the profitability and productivity of
organisation. Some of these are discussed below:
Improve employee turnover: Effective HRM practices within an organisation
always leads to improving the turnover ratio of employees in an organisation. This is because
it involves number of factors which motivate employees to perform and retain in the
organisation for longer period of time. This promote functions and help in achieving the
objectives. In current business environment this also lead to hiring the profitability ratio and
productivity as this will reduce the cost of Tesco which it involve on training and
development of employees.
Training and development: HRM in world training and development of which is
helpful to the organisation such a stethoscope in motivating the employees and performing
the function by increasing the skills and abilities of employee. This increasing the skills and
abilities of employee organisation can boost the profitability and productivity. This will also
manage functions and help in guiding in motivating employees according to the needs and
requirement of current business situation. This impact on profitability of Tesco and
improving the workers condition.
Hiring process: effective HRM practices help in building a better hiring process
which promotes good decision making in relation to employees productivity and will help in
building better function. This defines a clear process of hiring within Tesco which involve
minimum wastage of resources and will lead to improve in revenue of organisation and
overall profitability (Sarma, 2017).
Wages and salary: Using HRM practices within a square is also helpful for firm in
making effective decisions regarding wages and salary of organisation employees. This is
because nature and manage effective compensation by analysing the performance of
employees and providing them adequate salary and wages so that organisation can identify its
current requirement as well as pay according to the work done by the individuals.
These are some benefits of using HRM practices to the organisation which are helpful
in promoting the function and achieving better results related to productivity and profitability
of organisational functions.
TSAK3
P5 Analyse the importance of employee relations in respect to influencing HRM decision-
making.
Employee relationship is effective part of every organisation as it is has direct
influence on HRM decision making as well as functioning of firm within the market where it

is operating. In context to strengthening the decision-making process of Tesco, importance of
employee relations are discussed below:
Communication: communication is that part of HRM practices which is term as most
significant element and building employee relationships. Communication is helpful to
Organisation in improving the position of and achieves the objectives by maintaining better
relationships between employee and employer. HR manager within Tesco and sure that there
must be better flow of communication which help in making effective decisions and
performing the function according to the needs and requirement of Organisation in order to
make better functioning.
Motivation: Motivation is essential element within the organisation as it helps the
firm in motivating the employees and battery in the decision making process of human
resources. This is helpful to form in managing functions and using appropriate ways which
will retain in employees for longer period of time. This is also helpful in providing rewards
and benefits in order to attain their satisfaction level and improve functioning (Sheehan, De
Cieri, Cooper and Shea, 2016).
Career development opportunities: career development opportunity is also
important part which is performed by employee relationships and help in influencing the
HRM decision making. In context of Tesco manager within the organisation provide better
career development opportunities by the use of effective training and development programs.
This training and development program help interaction between different employees as well
as improving the skills of employees so that they can achieve their personal goals by linking
them with organisational goals.
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making
Employee legislation play important role in defining the laws which are related to the
human resources management and are important for a firm to follow in order to make HRM
decision strongest as well as manager. These are directly related to employment standards
labour relations worker compensation vision and working hours human resources and many
other. Number of key legislation which has to be followed by Tesco is discussed below:
Equality act 2010: it is a must to follow act which states that Tesco must use
appropriate functions within human resources management which promote equality. It states
that organisation has to use to functions which are helpful in providing equal opportunity to
every individual in every area of organisation. There must be no discrimination according to
sex age race gender and religion of employee. It is also identified that there are various issues
which will arise if organisation breach this law.
Data protection act 1998: this act was formulated by United Kingdom parliament
and brought into consideration in order to protect the personal data of employees from the
system of organisation. It is a must to follow function by the organisation which states
different rules that are related to protecting the data of individuals and maintaining privacy
while working within the organisation. This is helpful for worker in ensuring a safe

environment while within the organisation where the working by protecting their personal
data and fulfilling their essential requirements.
TASK4
P7 Illustrate the application of HRM practices in a work- related context, using specific
examples.
Job specification of HR assistant
Age
 23 to 30 years
Qualification
 BBA
 MBA
 Degree from reputed university in Human Resource Management.
Personal attributes
 Good interpersonal skills
 Deep knowledge related to Human resource management
 Good communication skills
 High leadership skills
Experience
 Minimum 3 years’ experience in terms of Assistant Human Resource Manager in
reputed organization
CV
Name
 John David
Age
 28 years
Objective
 Human Resource postgraduate at university of Carolina and basically looking for a
position within retail industry that will enable me in earning the position of an HR
coordinator.
Education
 Master of Arts
 Bachelor of Arts
 High school
 Achieved degree in human resource manager

Skills
 MS office
 Adaptable
 High communication skills
 Organised
 Team leader
 Reliable
Languages known
 English
 German
 French
 Spanish
Experience
 HR coordinator in Celtic industries
 HR coordinator in Johnson products
 Human resource manager of Grady’s Department stores
Other interests
 Travelling
 Reading newspapers and journals
 Playing outdoor games
Job offer letter
TESCO PLC LTD
Dear John David,
We are glad to inform you that you have been selected on the job within the organisation
Tesco PLC limited as human resources developer in the department of human resources.
The responsibilities which you have to follow our supervision of human resources as well as
managing the resources according to the needs and requirements of employees. It include
hiring selection placement orientation training and development of performance appraisal as
well as compensation management of human resources to assist the organization according to
the requirements. This contract includes:
Reporting- To Mr. Clinton Louis
Basic Salary- The offered manager Internal security position is at a $50 per hour
Work hours: 9 hour per day
Vacations- Two days off per week.
Compensation and benefits- Includes Group insurance, Dental care, health care,
transportation, etc.
Thanking You,
Tesco Plc Ltd.

CONCLUSION
It can be concluded from the above mentioned information that human resources play
an important role within organisation. It is also identified that management of human
resources is essential for in order to maintain the function and achieve the objectives. Human
resources help in guiding and motivating in different individuals who can perform according
to the needs and requirement. This will also promote function which is related to various
employment laws which has to be followed by the organisation like Tesco in order to achieve
profitability and function in the environment where it is trading. Along with this it is also
concluded that there are a number of benefits to the employer and employee of using
effective human resources practices which will lead to better profitability and achievement of
desired results in a meantime there in which organisation is working.

REFERENCES
Books and journals
Black, S.L., Washington, M.L. and Schmidt, G.B., 2016. How to stay current in social media
to be competitive in recruitment and selection. In Social Media in Employee Selection
and Recruitment (pp. 197-219). Springer, Cham.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., Vernon, G., Sparrow, P. and Houldsworth, E., 2016. International human
resource management. Kogan Page Publishers.
Delery, J. and Gupta, N., 2016. Human resource management practices and organizational
effectiveness: internal fit matters. Journal of Organizational Effectiveness: People and
Performance. 3(2). pp.139-163.
Evans, S., 2017. HRM and front line managers: the influence of role stress. The International
Journal of Human Resource Management. 28(22). pp.3128-3148.
Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource
management practices, intellectual capital and innovation. Journal of Business
Research. 81. pp.11-20.
Mondy, R. and Martocchio, J.J., 2016. Human resource management. Pearson.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.
Patterson, F. and Zibarras, L. eds., 2018. Selection and Recruitment in the Healthcare
Professions: Research, Theory and Practice. Springer.
Pavlov, A., Mura, M., Franco-Santos, M. and Bourne, M., 2017. Modelling the impact of
performance management practices on firm performance: interaction with human
resource management practices. Production Planning & Control. 28(5). pp.431-443.
Sarma, J., 2017. Recruitment And Selection In Assam Carbon Products Limited. Deliberative
Research. 35(1). pp.27-32.
Sheehan, C., De Cieri, H., Cooper, B. and Shea, T., 2016. Strategic implications of HR role
management in a dynamic environment. Personnel Review. 45(2). pp.353-373.