HRM for a Sustainable Organization - Unit 3 HRM at Your Name of Organisation

This report discusses the impact of change on HR skills and sustainability, how internal and external factors affect HRM decision-making, and evaluates HRM practices in recruitment and retention in relation to the importance of the labor market and achieving business objectives and sustainability performance.

UNIT 3 HRM AT YOUR NAME OF ORGANISATION
HRM FOR A SUSTAINABLE
ORGANIZATION
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UNIT 3 HRM AT YOUR NAME OF ORGANISATION
Table of Contents
INTRODUCTION.....................................................................................................................................3
TASK 1..........................................................................................................................................3
A- Definitions of HRM and Sustainable performance.
.....................................................................................................................................................3
B. What are the main areas of HRM and how do they contribute to creating sustainable
performance?..............................................................................................................................3
C. How is change in the organization impacting human resources skills, knowledge and
sustainability?..............................................................................................................................5
D. How internal factors affect HRM decision-making to support organizational development...5
E. How external factors of PESTLE affect HRM decision-making to support organizational
development for a sustainable future.........................................................................................6
F. Comparison of areas of HRM to create a sustainable organizational performance.................7
G. How HRM is changing in the modern business organization...................................................8
.....................................................................................................................................................8
H. How external and internal factors affect HRM decision-making with examples to show how
they support organizational development..................................................................................9
.....................................................................................................................................................9
I. Critical evaluation of HRM practices in recruitment and retention in relation to importance of
the labour market and achieving business objectives and sustainability performance...............9
J. Evaluate key factors affecting HRM decision-making to make valid recommendations!
...................................................................................................................................................10
K. How relevant HRM practices affect recruitment and retention to achieve business objectives
with ROADMAP with milestones...............................................................................................11
...................................................................................................................................................11
CONCLUSION.......................................................................................................................................12
BIBLIOGRAPHY.....................................................................................................................................13
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UNIT 3 HRM AT YOUR NAME OF ORGANISATION
INTRODUCTION
Human resource management is one of those strategic approaches that
manage performance and productivity level of people in a company, whether it is
small or large. The current assignment will be based on TESCO, which falls under
the category of leading supermarkets in the UK. The study will explain definition,
sustainable performance and main areas of HRM. It will define their contribution to
create sustainable performance, and will also specify how is change in supermarket
is impacting HR skill, sustainability and knowledge. Furthermore, the report will shed
lights on HRM in relation to changing impact on company and its business
environment. Lastly, it will clarify the human resource practices in relation to
retention and recruitment of employees, internal & external factors impact on HRM
decision-making.
TASK 1
A- Definitions of HRM and Sustainable performance.
Human resource management refer to set of strategic actions and decisions
that put direct impact on success and growth of companies (Vrontis and et.al., 2021).
This term drives the attention management toward taking key action that contribute
to retain and acquire new employees, who are able to achieve set goals. It can be
said that human resource team and department is accountable to manage
sustainable performance of a company such as TESCO in appropriate and
productive manner. It defines the capability and effectiveness of supermarket in term
of making consumers loyal and increasing their satisfactory level.
B. What are the main areas of HRM and how do they contribute to creating
sustainable performance?
Human resource management play significant role in the context TESCO
growth and success in the retail industry, in term of using those key areas that
contribute to create sustainable performance in the workplace (The 8 Functional
Areas of Human Resources, 2022). These areas are;
Main areas of HRM How they contribute to creating sustainable
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UNIT 3 HRM AT YOUR NAME OF ORGANISATION
performance
Training &
development
T&D is included in list of those main areas that make
human resource management accountable to make
supermarket productive and competitive (Piwowar-Sulej,
2021). Via training and development as key function,
HRM create sustainable performance in the work area
of supermarket in term of enhancing skills and
developing knowledge among existing and new
employees about varied essential concepts.
Recruitment and
selection
Along with above area, it may also support to achieve
same objective or aim of Tesco, in term of hiring skilled
people who are able to conduct and perform sustainable
performance. Human resource management by hiring
and selecting talented candidates create sustainable
performance or enable firm to become a sustainable
brand in the overall industry.
Employee
compensation
Compensation and benefit approaches in the TESCO
may contribute to create sustainable performance of
supermarket, as it may enable HRM to retain candidates
who are capable to follow CSR concept and consider
other terms related to that. It is fact that employee
compensation lead to enhance employees motivation
and boost their morale, which allow them to perform
productively and confidently.
Performance
management
It is also included in category of HRM areas that provide
a lot of benefits to TESCO and its stakeholders. For
example, by managing employees performance and
enhancing their productiveness, HR manager may
create sustainable performance in form of enabling
supermarket to give tough competition to rivals by
selling quality products to wide customer base.
Workplace safety With above, human resource management may also
contribute to and create sustainable performance by
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UNIT 3 HRM AT YOUR NAME OF ORGANISATION
using current area. Workplace safety enable TESCO to
retain and acquire knowledgable candidates, among
which each member is able to meet consumers needs
and their expectations as sustainable performance.
C. How is change in the organization impacting human resources skills, knowledge
and sustainability?
Any form of change within TESCO may put direct impact on skills and
understanding and learning initiatives of employees. For example, changing nature
of supermarket put positive impact on human resource competencies in term of
providing them chance work with skilled and experienced person, who may hold
great knowledge and have capability to achieve set aims and objectives of firm.
Technology change is the best example that impact human resource competencies
in negative manner in term of increasing work pressure on individual candidate and
driving their attention toward developing new skills that help to use technologies in
appropriate manner (McGuinness, Pouliakas and Redmond, 2021). Most of the
candidates in the supermarket may take initiative to develop key skills that they may
utilize to work with new technologies related to any operation. While it may put
positive impact as well, in form of providing them chance to improve skill and
knowledge about new things, which make them a sustainable performer in the
company. Leadership change along with current one also affect knowledge,
competence and sustainable or sustainability of human resource positively in term. It
may permit employees to take strategic direction from experience leader and take
their support to develop skills that provide in turn benefits to them in the future. All
these elements may contribute to make TESCO venture sustainable and permit to
conduct each activity related to sustainability.
D. How internal factors affect HRM decision-making to support organizational
development.
Strengths
 TESCO global presence may
put direct impact on human
resource decision-making in
Weaknesses
 Lack of flexible working facility,
is the biggest weakness that put
negative impact on human
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UNIT 3 HRM AT YOUR NAME OF ORGANISATION
term of offering them
opportunity to recruit skilled and
more talented employees
(Benzaghta and et.al., 2021).
 Talent management is another
key strength of TESCO,
regarding which human
resource management may take
decision to develop key tactics
and plans. As it may put positive
impact on their effectiveness
and efficiency.
resource department. It may affect
in term of putting pressure on them
to take decision and action,
offering flexible working hours
once in a week so that employees
feel motivated.
 Food safety issues also affect
HRM decision in negative manner.
It may drive their attention toward
providing strategic direction to
employees that aid to overcome
the issue.
Opportunities
 Business expansion is the best
opportunity that TESCO may
grab, which impact HRM
decision positively in form of
building wide workforce.
 They may take approach to
concentrate on flexibility which
in turn provide unpredictable
benefits.
Threats
 Intense competition and Pandemic
are the two biggest threats that
affect HRM decision in negative
term.
 It may lead to increase work
pressure.
E. How external factors of PESTLE affect HRM decision-making to support
organizational development for a sustainable future.
External Factors How these affect HRM decision-making to support
organizational development.
Political factor Change related to any political factor such as tax rate,
governmental intervention, trade policy, political stability,
etc. may put direct impact on a company. For example,
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UNIT 3 HRM AT YOUR NAME OF ORGANISATION
External Factors How these affect HRM decision-making to support
organizational development.
all these terms may put negative impact on TESCO and
its HRM decision in form of increasing performance
pressure.
Economical factor Inflation, disposable income, unemployment, etc. are
included in category of economic factors that put impact
on TESCO and decision-making process of HR
management. For example, it may affect positively as in
the UK people are able to purchase quality products in
exchange of specific amount as they may have good
disposable income.
Social factor Changes related to social factors, like society opinion,
culture influences, age, consumer trends, and more,
affect a firm current practices. In case of TESCO, all
these elements put positive impact on decisions of
HRM, in term of providing direction to skilled workforce,
that able to fulfil management expectations.
Technological factor Technology advancement is one of those external
factors that put impact on human resource management
decision in term of driving their attention toward
developing training session. With the help of this
session they may train employees and provide basic
knowledge about how to use advanced technologies.
Legal factor Change related to legal factors or regulatory terms put
negative impact on human resource management in
term of driving their attention toward making possible
modifications in the context of existing employment
policies according to new terms related to Equality Act
2010, Wages, Workplace safety, etc.
Environmental factor Customers and governmental bodies concern related to
environmental sustainability put direct impact on HRM
decision. It may provide them chance to build wide and
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UNIT 3 HRM AT YOUR NAME OF ORGANISATION
External Factors How these affect HRM decision-making to support
organizational development.
strong team of players who are able to reduce carbon
footprint of TESCO in the market.
F. Comparison of areas of HRM to create a sustainable organizational performance.
Areas of HRM What is the same? What is different?
Training and
development
This approach or area of
HRM is similar to the
others because it helps to
boost employees morale.
This method is different
because it may provide
knowledge and skill
development chance to
employees.
Recruitment and
selection
Selection and hiring is
also similar to human
resource management
areas such as employee
compensation, because it
may provide same
benefits to management.
Recruitment and selection
is differ on the basis of
procedure.
Employee
compensation
Like other areas, the
current HRM concept
allow firm to work with
skilled workforce.
Employee compensation
provide reason to
candidates to retain in the
workplace.
Performance
management
With performance
management
approaches, TESCO may
take pleasure of retaining
employees, which similar
benefit it may grab by
using above methods.
But, this method
encompasses those
actions that are different
from other areas of HRM.
Workplace safety This area is as similar to
other HRM areas
because of key
It is different from other
human resource
management areas,
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UNIT 3 HRM AT YOUR NAME OF ORGANISATION
advantages that it may
provide to management in
the supermarket.
because of key elements
and practices cover with
that.
G. How HRM is changing in the modern business organization.
In the recent time, human resource management is changing in the TESCO and other
contemporary venture companies, in excellent manner, because of specific reason. For example, the
needs, requirements, expectations and industrial revolution make them able to change positively
that is essential and beneficial for them as well as chosen supermarket.
H. How external and internal factors affect HRM decision-making with examples to
show how they support organizational development.
External factors such as political, social economic, technology and other put
direct impact on decision-making of human resource management, whether it is
positive or negative in term (Ren, Jiang and Tang, 2022). For example, political
stability enable them to take decision to build strong and skilled workforce, while
legal factor put impact on their decision negatively in term of making possible
changes to grow rapidly.
Internal factor such as global expansion, lack of diversity, flexibility and other
internal elements put negative and positive impact on HRM that drive their attention
toward considering varied things.
I. Critical evaluation of HRM practices in recruitment and retention in relation to
importance of the labour market and achieving business objectives and
sustainability performance.
Business
objectives
Strengths Weaknesses Evaluation
Recruiting staff
with the right
skills to expand
the organisation.
It helps to achieve
aims
Require strategic
directions.
It affect positively
when HRM take
right decision.
Retention of
knowledgable
Provide benefits in
bulk, especially in
Lack of knowledge
about retention
It benefits TESCO
to give tough
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UNIT 3 HRM AT YOUR NAME OF ORGANISATION
candidates case of gaining
competitive
advantages.
tactics. competition to rivals.
To incorporate
remote working
for virtual
meetings.
It may help to
increase employee
performance.
Lack of
understanding
among individual
about remote
working.
It can be evaluated
that this HRM
practice along with
benefits bring some
issues as well.
To implement
relevant
legislation
including data
protection.
It may create
positive working
environment.
While this practice
may also consume
a lot of time.
It may develop wide
workforce.
To achieve
cultural diversity
in recruitment.
It may boost
employees morale.
Emerge clashes Necessary to have
cultural diversity in
the workplace.
Employees
performance
management
It may help to
reach desire
outcomes.
Need extra
resources and
efforts.
It help to increase
organizational
productivity and
performance level.
J. Evaluate key factors affecting HRM decision-making to make valid
recommendations!
External and
internal factors
Strengths Weaknesses Evaluation
Skills gaps and
labour force
trends
It provides growth
chances.
Sudden changes
impact negatively
Important to
consider both terms.
Globalization It helps to increase Need additional Provide benefits in
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UNIT 3 HRM AT YOUR NAME OF ORGANISATION
impact on human
resource policies
productivity. time. bulk.
Impact of legal
and regulatory
frameworks
It may build
positive brand
image in the
market.
Impact production
and supply chain
process.
May affect
operational
effectiveness.
Impact of
leadership styles
on organisational
transformation
It affects in positive
manner in term of
building strong and
sustainable brand
image.
Lead to increase
work pressure to
make changes.
Helps to reach
expect and
unpredictable
results.
Organisational
culture and
strategic planning
and development
It may drive the
attention of
TESCO and
management
toward consider
essential things.
Lead to maximize
stress level.
Need strategic
directions.
Impact of
motivation upon
performance
It may help to
boost candidates
morale.
Require extra
resources.
Essential to have
better motivation
techniques.
K. How relevant HRM practices affect recruitment and retention to achieve business
objectives with ROADMAP with milestones.
What are the
areas for HRM to
improve?
What activities
will HRM
implement?
What are
milestones?
Timelines –
start and
end date
Stakeholders
– who is
involved?
Recruitment and
selection
Recruit people
online along
with offline
approaches.
Achieve this
aim in short
term period.
28 February
and 15
march.
HRM
Training and
development
Online and
offline training
To reach
desire
outcomes
1 March to
20 March
Human
resource
manager
Employee
compensation
Flexible
working,
incentives,
Retain
employees
20 March to
20 April
HR team.
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UNIT 3 HRM AT YOUR NAME OF ORGANISATION
rewards, etc.
Recommendations for future human resource planning
 For further HR planning, Human resource management can take approach to
use technologies, which enable them to collect feedback and take reviews
online.
 They can take initiative to gather information about current needs and
expectations of each candidate.
CONCLUSION
From above analysis, it has been concluded that supermarket has gained
competitive advantages in bulk, by developing effective strategies and plans. It has
been determined that human resource management has taken advantages of global
expansion. They developed recruitment and selection plans that aid to build wide
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UNIT 3 HRM AT YOUR NAME OF ORGANISATION
workforce, among which each candidate is able to achieve strategic aims and
objectives of supermarket.
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UNIT 3 HRM AT YOUR NAME OF ORGANISATION
BIBLIOGRAPHY
Book and Journals
Benzaghta, M. A and et.al., 2021. SWOT analysis applications: An integrative
literature review. Journal of Global Business Insights. 6(1). pp.55-73.
McGuinness, S., Pouliakas, K. and Redmond, P., 2021. Skills-displacing
technological change and its impact on jobs: challenging technological
alarmism?. Economics of Innovation and New Technology. pp.1-23.
Piwowar-Sulej, K., 2021. Human resources development as an element of
sustainable HRM–with the focus on production engineers. Journal of
Cleaner Production. 278. p.124008.
Ren, S., Jiang, K. and Tang, G., 2022. Leveraging green HRM for firm performance:
The joint effects of CEO environmental belief and external pollution severity
and the mediating role of employee environmental commitment. Human
Resource Management. 61(1). pp.75-90.
Vrontis, D and et.al., 2021. Artificial intelligence, robotics, advanced technologies
and human resource management: a systematic review. The International
Journal of Human Resource Management. pp.1-30.
Online
The 8 Functional Areas of Human Resources. 2022. [Online]. Available Through:
<https://www.indeed.com/career-advice/career-development/functional-
areas-of-human-resources>
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