HR Management: Functions, Objectives, Nature, and Importance

This report provides an overview of HR management, its functions, objectives, nature, and importance in the present scenario. It also covers the role of HR professionals in human resource planning, various forecasting techniques, barriers to HRP, and solutions for effective planning. Additionally, it discusses job analysis, job description, job specification, selection process, recruitment, and performance appraisal. The report highlights the importance of performance appraisal for organisations and businesses to evaluate and improve the performance of their employees.

HR Management

Table of Contents
INTRODUCTION...........................................................................................................................3
WEEK 1...........................................................................................................................................3
Human resource management ....................................................................................................3
Functions and objectives of HRM...............................................................................................3
Nature of HRM and its importance in presence scenario...........................................................4
The role of HR managers in HRM..............................................................................................4
WEEK 2...........................................................................................................................................5
The role of HR professionals in the human resource planning process in organisations...........5
The various forecasting techniques and how these techniques are being used in human
resource planning........................................................................................................................5
The barriers to HRP and solution for effective planning............................................................5
WEEK 3...........................................................................................................................................6
Job Analysis and its importance in the management of human resources..................................6
Job Analysis and steps that are involved in the preparation of Job analysis...............................6
Job description and how is it prepared........................................................................................6
Job specification and how it is different from job description....................................................7
WEEK 4...........................................................................................................................................7
Selection process and various steps that are involved in it.........................................................7
Interview and its purpose as well as various types of interview.................................................8
Recruitment and its various factors which affect recruitment....................................................8
Various sources of recruitment...................................................................................................8
WEEK 5...........................................................................................................................................9
Performance appraisal and it importance for organisations and businesses...............................9
CONCLUSION..............................................................................................................................10
REFERENCES:.............................................................................................................................11
Books and Journals...................................................................................................................11

INTRODUCTION
Human resources has been determined as strategic approach to systematic, effective and
efficient management of people with in a business organisation to aid firm to gain competitive
benefit over competitors (Stone, Cox and Gavin, 2020). It is formed to improve overall
productivity and performance of their staff members in service of manager strategic goals.
Human resources manager manages whole workforce so they work together in the same
direction for the achievement of organisation objectives.
This report highlights HRM its functions, importance, nature, role addition to human
resource planning and its barrier or solutions. Further, it covers job analysis, job description and
its importance and how it differ form job specification. At last, it defines selection process and its
steps as well as recruitment or its various source along with performance appraisal.
WEEK 1
Human resource management
Human resource management has been defined as a important area of business activities
which perform many functions like assigning, management, directing, monitoring and
controlling environment, workforce and its actions or behaviour to meet the desired goals
(Macke and Genari, 2019). Human resources perform multiple functions such as selection,
recruitment, management, motivation and retain employees in a business for long term.
Functions and objectives of HRM
Human resource management deal with issues or functions related with staff members
such as hiring, motivation, development, communication, training, administration as well as
compensation. For example, In Tesco, human resource management plays main functions like
selection of suitable candidate, maintain employee relation and organisation safety, determine
employees problem and conduct compensation planning along with organise training program
for development (Orgambídez and Almeida, 2020).
Objectives
 The key objectives of HRM is to identify right time to select or recruit perfect candidate
addition to enhancing their skill or knowledge base.

 In Tesco, HRM main aim to develop a workplace structure that leads productivity and
performance for the development of company
 Building effective communication among all level of management to bring among their
performance to meet the goals (Kushwaha, Yadav and Prasad, 2018).
 Embracing social addition to ethical, cultural developments
Nature of HRM and its importance in presence scenario
 Nature of HRM involves procurement, management, development as well as maintenance
of work force.
 In Tesco, human resource management performs many functions from planning to
selecting to directing to monitoring and developing people or performance.
 HRM has been determined as impactful disciplinary functions, it includes the study of
management, sociology and psychology communication
 The importance of HRM is it helps Tesco to meet social, organisational and personal
objectives.
 It also helps to generate team spirit with in an organisation that is essential to achieve
goals effectively and efficiently.
The role of HR managers in HRM
Human resource manager plays most important role in company like Tesco in order to
perform multiple activities such as plan, organise, guide as well as coordinate the activities of
organisation. They also see the whole selection process then discussing with top executives on
effective planning along with serve as a link between workforce and business management. For
example, In Tesco , HR manager plays multiple roles like employees management that consist
hiring, developing, managing, training, promotion, incentives addition resigns and retires
activities. Further, they complete all formalities related to maintaining workplace safety and
employment agreement.
WEEK 2
The role of HR professionals in the human resource planning process in organisations
Human resource planning has been determined as a process of forecasting the demand for
along with supply of employees need in future to conducting business operations in effective

manner. For example, In Tesco, HR professional plays important role in HRP to follow many
steps to compete whole process effectively on time (Arasanmi, 2019). As first they set the
Human resource planning goals further analyse the current need addition to supply manpower in
organisation. Moreover, they determine the gaps to chose perfect candidate for the vacant job
role. HR professionals is responsible for planning and managing all functions of HRP as well as
select suitable employee with matching skills, knowledge, qualification, behaviour and age with
requirements to fulfil the needs. HRP assists the professionals to formulate effective plan or
conduct prediction activity to maintain frequent supply of skilled employee.
The various forecasting techniques and how these techniques are being used in human resource
planning
There are multiple techniques that is implemented for HRP like workload analysis,
systematic techniques, trend analysis, delphi technique and so on. All these techniques enable
HR management to identify demand or supply of man power in current addition to future within
a business organisation to maintain balance among them to meet the desired goals. For example,
In Tesco, HR professional use systematic techniques in HRP that aids them to plan their man
power as per their past experience of firm to keep consistency in supply of workers to fulfil short
term or long term requirements (Stewart and Brown, 2019). It is well known as historical data
analysis techniques in that managers use to gather data or analyse how many number of staff
members are in all department in past to forecast the probability of future manpower needs to
conduct working smoothly.
The barriers to HRP and solution for effective planning
Many barrier and challenges that the HR professionals need to deal with while
performing HRP process like accuracy of prediction, determine crisis, support of top
management and resistance from staff members. For example, In tesco, HR professional face
many barrier like to determine the correct demand for manpower in future because of dynamic
market trends and condition addition to if forecasting is not accurate then planning is also not
correct that leads to decline in productivity. If top management deny to support and provide
information then their planning also inaccurate. They needed huge cost and time to conduct
accurate planning. In order to mitigate all these barriers manager have to conduct deep research
and make connection with top management for support to supply manpower as per requirement
in order to make effective plan for future.

WEEK 3
Job Analysis and its importance in the management of human resources
Job analysis refers to a procedure of collecting addition to analysing data regarding
people or content requirements of particular job. It provide proper guidance to performed a
specific job role in effective manner. It is a process that is used by HR manager to determine
placement of jobs with manpower (Lichtenthaler and Fischbach, 2019). It is most significant part
in human resource management that enable managers to identify the role or nature of jobs
addition to this types of employees who have to be hired to meet their objectives. For example,
in Tesco it is the key function in securing that right employee is selected that proves as
competitive benefits for business. It helps the employees to have clarity about their job role such
as what they have to perform and how.
Job Analysis and steps that are involved in the preparation of Job analysis
 Identify and formulate job requirements or objectives
 search similar job description
 Identify the effective result required for specific vacant job role
 Examine the job skilfulness in the applicant or candidate
 Identify skills and training required for recruited candidate
 Defines the employment and salary agreement
 Develop or Modify the job frequently
Job description and how is it prepared
Job description refers to a common deal or efforts between employers and their
employees addition to employers must agree on this. Job description is a written document that is
prepared and formed by employer or manager that contain multiple components such as job title,
job duties or responsibilities, job objectives, required qualification and skills, desirable working
behaviour, condition as well as personality (Chongwony, Gardner and Tope, 2020).
Job specification and how it is different from job description
Job specification is a list or document of recommended quality, skills or ability for an
employee to qualify addition to succeed in given job role. On the other side , job description
includes responsibility, summary, job title for a specific position or selected employee. For
example, In Tesco, Job specification includes educational qualification, skills, characteristics,

traits, experiences and knowledge which a personal must have to conduct their professional
practices for specific job role effectively(Mouza, and Taousanis, 2018).
WEEK 4
Selection process and various steps that are involved in it
Selection process has been termed as a procedure of short-listing and selection of perfect
candidates with necessary skills or qualifications set to fill the vacant job role in a company. The
selection process is different from company to company as well as even all department of same
organisation. There are various steps in selection process that a company follow to select
employees for systematic working. For example, In Tesco, HR professional follow 8 steps in
their selection process that are as follows-
 Preliminary Interview and formulate job description
 Application receiving for the vacant job role
 Applications screening in order to select best candidate for their vacant job role
 Employment test to match their skills and qualification with requirement of job position
 Formal interview to know about their mindset, future goals and behaviour
 Background checking to find out their past experience, their belongings and previous job
or their performance.
 Medical test to determine their health condition, serious diseases, suitability for job role,
allergy and many more.
 Final selection in this they sign employment agreement, salary, terms and conditions as
well as assign job letter.
Interview and its purpose as well as various types of interview
Interview refers to a formal conversation between two people in which one person who is
interviewer ask questions and other person who is interviewee answer all question to get job.
There are two types of interview such as formal and informal which an organisation choose to
conduct as per their requirement (Kim, Kim and Kim, 2018). In formal interview, interviewer set
questions in advance to ask questions to interviewee to fulfil vacant job role. In informal
interview, interviewer is not set questions in advance for the interview and conduct normal
conversation with interviewee to hire them to meet the purpose of organisation. For example, in
Tesco, they follow formal interview to hire professional who are well skilled and experience in

particular field. The main purpose of the interview is examine the skills, knowledge,
qualification, behaviour and many other aspects of employees which are needed to meet the
organisation needs.
Recruitment and its various factors which affect recruitment
Recruitment refers to the process of actively searching out, finding as well as hiring
candidates for a particular job or position. It includes whole hiring procedure from induction to
recruitment of people integration into organisation. For example, in Tesco, it is a recruitment
policy which includes hiring from external and internal sources of company which affect whole
process of recruitment (Sadiq, Khan and Mohammad, C.W., 2020). There are various factors
which affect recruitment such as labour market of country, supply and demand of manpower,
reputation of company, competitors, employment rate and legal, political or social environment
of country.
Various sources of recruitment
There are two type of recruitment source such as internal and external by which
management can recruit most suitable candidate for their vacant job role. Internal sources are
employee referrals, promotion of employees, transfer, on board, former staff member and many
more. Where as external sources are company website, contract with recruitment agencies, social
media, advertisement on new paper, TV and other platform, collage placements, career fairs,
referrals, direct contract and many more. For example, in Tesco, management use employees
referrals of internal source as well as agency, career fair of external source to meet the man
power demands to conduct their business process effectively in order to achieve organisational
goals.
WEEK 5
Performance appraisal and it importance for organisations and businesses
Performance appraisal also known as employees appraisal, performance evaluation,
performance review and so on. It is a systematic process in which job performance of a staff
member is evaluated as well as documented. It is a review of a staff member's performance as
well as contribution to an organisation on regular basis. For example, in Tesco, management use

performance appraisals to identify which workers contributed most to organisation's
development, review progress as well as reward high achieving employees (Ismail, H.N. and
Rishani, M., 2018). The importance of performance appraisals is it allow company to give
positive and negative feedbacks to employees about their performance for the improvement. It
also helps them to motivate their employees to give their best by using various performance
appraisals tools such as 360 Degree appraisal, sales performance appraisals and many more.

CONCLUSION
As per above presented information, it is concluded that human resource management is
the crucial part of an organisation which perform all function related to manpower, employees
and work management. It includes various terms such as human resources planning, job analysis,
job description, selection process, recruitment, performance appraisal and many more to select
perfect candidates for their business operations.

REFERENCES:
Books and Journals
Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production. 208. pp.806-815.
Orgambídez, A. and Almeida, H., 2020. Social support, role clarity and job satisfaction: a
successful combination for nurses. International Nursing Review. 67(3). pp.380-386.
Kushwaha, P., Yadav, P. and Prasad, J., 2018. Impact of enterprise resource planning on human
resource management in automobile sector: Statistical analysis. Journal of Statistics and
Management Systems. 21(4). pp.601-615.
Arasanmi, C.N., 2019. Training effectiveness in an enterprise resource planning system
environment. European Journal of Training and Development.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Lichtenthaler, P.W. and Fischbach, A., 2019. A meta-analysis on promotion-and prevention-
focused job crafting. European Journal of Work and Organizational Psychology. 28(1).
pp.30-50.
Chongwony, L., Gardner, J.L. and Tope, A., 2020. Instructional Design Leadership and
Management Competencies: Job Description Analysis. Online Journal of Distance
Learning Administration. 23(1). p.n1.
Mouza, A.M. and Taousanis, A., 2018. The economic crisis and public libraries in UK:
Investigating the threats and challenges via job description. Library Management.
Kim, J., Kim, P.B. and Kim, J.E., 2018. Impacts of temporal and gender difference on hotel
selection process. Journal of Hospitality Marketing & Management. 27(6). pp.711-732.
Sadiq, M., Khan, S. and Mohammad, C.W., 2020. Selection of software requirements using
TOPSIS under fuzzy environment. International Journal of Computers and Applications.
pp.1-10.
Ismail, H.N. and Rishani, M., 2018. The relationships among performance appraisal satisfaction,
career development and creative behavior. The Journal of Developing Areas. 52(3).
pp.109-124.