Role of HRM in Workforce Planning and Resourcing

FORMAL REPORT ROLE
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Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P 1 Purpose and the functions of HRM, applicable to workforce planning and resourcing an
organization.................................................................................................................................3
P 2 Strengths and weaknesses of different approaches to recruitment and selection..................4
LO 2.................................................................................................................................................5
P 3 Benefits of different HRM practices.....................................................................................5
P 4 Different practices and their effectiveness which helps to increase the profit and level of
productivity..................................................................................................................................6
LO 3.................................................................................................................................................8
P 5 Importance of employee relations linked up with the influence of decision making in HRM
.....................................................................................................................................................8
P 6 Key elements of legislations for employment and its impact on decision making of HRM.9
LO 4...............................................................................................................................................10
P 7 Management and its practices with application of human resources..................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human Resource Management is the term used to describe formal systems devised for
the management of people within an organization. The responsibilities of a human resource
manager fall into three major areas: staffing, employee compensation and benefits, and
defining/designing work. Tesco is a British multinational groceries and general merchandise
retailer with headquarters in Welwyn Garden City, Hertfordshire, England, United Kingdom. It
is the third-largest retailer in the world measured by gross revenues and the ninth-largest retailer
in the world measured by revenues. This report includes details about Purpose and the functions
of HRM, applicable to workforce planning and resourcing an organization. Strengths and
weaknesses of different approaches to recruitment and selection. Benefits of different HRM
practices. Importance of employee relations linked up with the influence of decision making in
HRM. Different practices and their effectiveness which helps to increase the profit and level of
productivity. Key elements of legislations for employment and its impact on decision making of
HRM. Management and its practices with application of human resources.
LO 1
P 1 Purpose and the functions of HRM, applicable to workforce planning and resourcing an
organization.
Management of HR is concerned with implying that approach which helps the employees
to develop their skills and abilities. This will help Tesco to improve their performance of Tesco.
Other than it this department looks after hiring, training and development and firing of
employees (Richards and Sang, 2019).
Planning-
Department of HR plans before conducting the process of hiring so that they can evaluate
that how many employees they want and what qualities they want in them. They believe that
with this they can work for the uncertainties of environment so that they can reduce the risk

which comes from the change in environment. This also helps them to keep some of the
resources as a backup so that they can keep up with the trends of market.
Recruitment-
This process is concerned with getting the right employees for the job. They find them
and hire them as per the requirement of the position. Other than this they fulfill their duty of
coping up with the issues that is affecting the results of the company. Company judges them on
the basis of their performance and adverse skills. It is necessary to enable the right measures of
management practices so that they can ensure the system that is diversified.
Training and Development-
Management of the company has make sure to enable the employees into the program of
training so that they can set up easily in the culture of the company and perform efficiently.
Company has made different programs of training for different departments so that they can
make sure that every department is working as per the results that are expected. It is with the
program of training and development that they are able to enhance the knowledge of the
employees and make decisions which helps them to achieve growth in their own career. This
helps them to increase the level of productivity as the employees work with right minds and put
all of their efforts. Another benefit of this is that if the management practices are enabled in the
right manner then they will be able to retain them for a long period of time.
P 2 Strengths and weaknesses of different approaches to recruitment and selection.
There are two types of approach that is internal and external recruitment.
Strength of internal recruitment
 Company undertakes the aspect of internal recruitment and enables it with the help of
transfers or promotions. Tesco has given autonomy to their employees as they have the
right to switch between doing work on temporary basis or on full time.
 This method is believed to be cost effective and other than this it helps the company to
reduce the level of turnover of employees. This way they remain motivated and put all of
their efforts into work.