This report discusses the role of HRM and HRM System in people management, with a focus on Tesco and Sainsbury. It covers the development of HRM, HR policies, and the impact of these strategies on overall organization's policies. A self-reflection is also included.
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PEOPLE MANAGEMENT
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Table of Contents INTRODUCTION...........................................................................................................................3 TASK 1............................................................................................................................................3 What is the role of HRM and HRM System in people management.........................................3 TASK 2............................................................................................................................................8 Self Reflection.............................................................................................................................8 CONCLUSION..............................................................................................................................11 REFERENCES..............................................................................................................................12
INTRODUCTION Peoplemanagementreferstotheprocesswhichinvolvessystematicmanagementof the individuals from talent acquisition, talent optimisation and talent retention while providing support to the business. The human resource management is the process which helps in properly managing the workforce of the organisation. The HR strategies are formulated in order to utilise the human resources which helps in achieving the targets of business. This department is liable for properly supervising the employment conditions in organisation(Alfes, 2018). This report will be on Tesco and Sainsbury which operates in retail industry. The report will be discussing about the development of HRM over the years and also covers the pros and cons of HRM in the business. The various HR policies followed by these two companies will also be examined in the report. The impact of these strategies on overall organisation's policies will also be covered. A self reflection is prepared for analysing the strengths and areas for development. TASK 1 What is the role of HRM and HRM System in people management The HRM plays a very essential role in the operations of every business organisation. The HRM system can be defined as a software which manages the overall human resources of the organisation in a systematic and proper way. It aims at providing the best solution for the issues which are faced by the businesses in their working. It combines all the major systems and processes of human resources in order to make it easy for the management to take decisions quickly(Chowdhury and Jacob, 2019). The companies can analyse the data of the employee's with the help of this system of HRM without the use of paperwork. The data and information of the workers are kept in a safe and efficient manner. This safes a lot of time of the management of the organisation and they can utilise this time in taking much more informed decisions. There are various other benefits which are provided by this systems such asrecruitment management, employees’ performance andpay roll of the employees. The main benefit provided by the human resource department to the business is to appoint right type of people for the right job. It makes it very convenient for the managers to allocate the work to the employee's(DahlgaardPark, Reyes and Chen, 2018). It also helps the companies in retaining the existing skilled workers and attracting new and fresh talent from the market. The conflicts and disputes are handled in a good
way due to the presence of this department in the organisation. It also has certain disadvantages which cannot be ignored by the businesses in establishing these functions. The first drawback is it is very costly and small companies cannot even think of creating a separate human resource management department in their business. Sometimes the external environment is wrongly predicted by this functions which can affect the overall organisation. The business cannot develop a coherent approach in their working due to this inability of prediction(Denning, 2018). The two companies which are taken into consideration are Tesco and Sainsbury. The HRM system of Tesco focuses on improving the performance of the workers so that they do quality work for a very long period of time. The company tries to hire those individuals which possessgreatskillsandknowledgeso thattheycanperformgood qualitywork inthe organisation. Tesco thinks if the workers do their job properly, then it may lead to achievement of goals and targets. On the other hand, the human resource management of Sainsbury provides quality training to its employee's in order to improve their productivity and develop a connection with the organisation's objectives. It shows that the management of company is realizing the importance of its workers in accomplishment of tasks. Both the organisation choose different approachesintheirbusinessinrelationtothemanagementofhumanresourcesinthe company(Duff, 2018). Role of human resource management: - ï‚·Building a pool of talent:Every business performs its functions in a highly competitive business environment which makes it very difficult for the management to frame policies. The aim of organisation's is to take out best from the workers according to the best of their potential. The HRM department is very crucial in properly managing the human resources in the business. This helps in building a strong and effective workforce which is very essential for the achievement of all of the business objectives and goals. All this can help in adding more value in the business which develops a positive image in the market(Golledge, Ward and Watts, 2019). ï‚·Manage the retention by employee engagement:The hiring of workers is a very different aspect as compared to retaining the employee's. All the companies focus on adding more workers to its business along with retaining the existing skilled employee's. The process of recruitment involves large cost which is not afforded by every business
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organisation.The employee's need to be engaged in various activities in order to keep them busy which lead to improved performance of the business. ï‚·Employees wellness with compensation and benefits:The main focus should be on enhancing the job satisfaction by providing various benefits to the workers. The primary role of the HR managers is acting as a mediator between the human resources and management of the organisation(Khan and Naeem, 2018). It is the responsibility of every company to look after the needs and requirements of the employee's. The necessary measures should be taken by the businesses for ensuring that compensation and benefits are being provided to the workers. The role of mentorship is also being performed by the HRdepartmentwhichinvolvesevaluationoftheperformanceandqualityofthe employee's. The HRM of the companies should also appraise the extra work done by the workers by giving them monetary benefits and other various perks. ï‚·Training and Development:The HR managersplay a very crucial in launching employee development initiatives. This mainly involves additional on the job training, educational opportunities and professional development programs which will allow the workers to grow and develop in their existing roles. By providing these trainings to employee's, the companies make the workers feel that they are important for the organisation(Kozinets, 2018). ï‚·Employer- Employee Relations:HR department makes sure that the relations between the employer and the workers are positive and healthy. The managers also helps in determining policies which ensures equity and fairness in the workplace. It is very important to keep good relations so that the employee's can ask their doubts regarding the work. This will help in improving the quality of work of the overall organisation. ï‚·Communication:Human resource management is very essential for making proper communication in the organisation. All the policies and strategies which are formed by the top level management is communicated by the HR managers to the employee's of the company. It makes it very easy for the workers to work on a single objective which is the success of the organisation. It is very essential for every business to have a proper communication channel. ï‚·Problem Solver :Every business involves various conflicts and disputes which directly affects the working of the organisation. The HR managers solves all the problems which
arise in the company. It will lead to improved productivity and performance of the organisation and also enhances the overall image of the business in the market(Lenka and Singh, 2019). Human Resource Planning:The HR managers are responsible for the planning and accomplishment of the goals and targets of the companies. They are involved in identifying, preparing and executing business objectives with the top-level management of the business. This helps in assigning the right resources to the right project and ensures the timely delivery. This proactive participation in planning enables HR managers to gain a deep understanding of the activities which are very essential for the successful development and growth of the company. Job Analysis and Design:The HR managers are also responsible for designing the job analysis to hire the employee's. A job analysis includes description of the job, salary and incentives, resources available in the organisation and making the proper work schedule of the employee's(McConnell, 2018). The HR approach used by Tesco: Tesco is a British organisation which was founded by Jack Cohen in the year 1919. It is headquartered in Welwyn Garden City, England, UK. The company is one of the biggest multinational retail chain in the world. The company uses the HR approach which makes it very successful in the market. The approaches which arr used by Tesco are discussed below: Strategic Approach:The workforce is the greatest asset of every organisation. It helps the business in achieving the objectives and goals within the specified time period. Tesco uses this approachin order to make various strategies in order to take out best from the employee's. Human resources are the combination of skills, knowledge and talent in the individual(Nikitina and Lapiņa, 2019). The company focuses on long term solutions and people management. It aims at formulating such policies which are suitable for both the organisation and the workers. It helps the employee's in adding value to their work and also contribute more towards the success of the business. ManagementApproach:HRMisapartofgeneralmanagementwhichinvolves managing people in the workplace. Tesco manages the employee's so that they can perform their work effectively and properly. The company is getting benefits by using
this approach in its business operations due to the right supervision and guidance on the workersbythemanagersandleaders.Thisalsohelpsinmaintainaneffective environment in the workplace because every employee knows his job and the way to do it efficiently(Purwanto, 2020). ï‚·Proactive Approach:It is very important for every business to use this approach in its working. It has been seen that prevention is always better than cure. The HR managers of Tesco anticipates the problems and challenges of the business before they are actually arise. This proactive approach saves a lot of time and money in the short and long run which is very essential for the performance of the business. These approaches help the company in properly managing all the resources which are available. Tesco makes sure that it uses those approaches which will help in improving the performance and help the organisation in fulfilment of its goals and targets. The HR approach used by Sainsbury: The company is the second largest chain of supermarkets in the United Kingdom. It was found by John James Sainsbury in the year 1869. The headquarter of Sainsbury is in London, England, UK. The approaches used by the company in its business are discussed below: ï‚·Reactive Approach:This approach is helpful for those businesses which take the essential decisions after the occurrence of an event or problem. Sainsbury loses time and money in solving the problems of the business. The company also face the issue of compounding of problems, opportunities missed and making loss. It should try to identify the problems as soon as possible in order to find our a proper solution. This approach is more of a negative kind and also reduces the moral and confidence of the employee's working in the organisation. ï‚·System Approach:This is related to the various parts and elements of business working together for a common goal or objective. Sainsbury uses this approach in order to provide a complete evaluation of the performance of the business. In this various departments are interlinked to one another which may sometimes creates a headache for the companies. The HRM is a system that may have parts such as procurement, training, performance appraisal and reward.
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Human Resource Approach:It identifies the abilities and potential in the particular individual for the purpose for evaluation of the current performance. Sainsbury uses this approach to manage the human resources in the organisation. It is very essential to treat people with respect and dignity. The company focuses on allocating right work to the right individual so that the quality and performance of the business. Both the companies use contrasting approaches in their business operations but even then both are highly successful in the market. It highlights that approaches are meaningful only upto an extent. It is to be noted that there are various factors which are to be considered by the businesses in order to make effective and efficient decisions. TASK 2 Self Reflection It is crucial to address that times must be given to self. It aids the individual for analysing the strengths and weaknesses of self. For managing individuals it is important for knowing the self capabilities. As managing the peoples needs skills of leadership and communication. Evaluation of the self aids in realization of traits which is lacking in self and areas which must be paid attention. After this evaluation here are the results recognised- Strengths Teamwork- I believe that teams good player is the great skill which I have. It aids in keeping the organisations environment healthy. I believe that each individual must be given chance for presenting their views for keeping the morale high. Understanding of opinions of others is important for completing the project successfully. Ex– In my team there are 4 individuals. At project discussion time, each one is free for expressing their ideas and ask questions. It help in keeping the atmosphere positive between the organisations employees. Adaptability- I am adaptable in every situation. As I analyse the situation first and then understand what work is to be done. Ex– If work is done by member of team in a wrong manner, I ensure that I know and understand the reason or it and plan action according to it.
Weaknesses Impatience- I sometimes think that I lose patience which results in wrong decisions. I must stay patient in each kind of situation for enhancing my work quality. Ex– Once I got panicked after seeing project deadline. I must stay calm and give response as per the situation . Time management- My skills of managing time is very bad as I get confused what task must be done and this waste my valuable time. Example : If I had to do a work in 3 hours, I generally waste around half an hour in deciding from where I start my work. Areas for development SkillPresent ability Target ability How to improveJudgement criteria Time duration PatienceLowHighI will try to be more patient in all kind of situations.Forthis purpose I will listen opinionsof everyone patiently. I willtakeviewof long term for taking any decision. Idiscussedit withmy colleagues and theyallhave findchanges inmy personality aftertaking improvement measures.I havebecome morepatient personthan earlier. 3 weeks
Attentionto information LowHighFrom now onwards Iwillfocuson payingattentionto the work. I will try tolistenand understandthe instructionsvery carefully.Iwill makethenotesof thingswhichare vital. Ihave recognised that following all these rules I am been able togive attention requiredto eachand every thing. It hasbeen found out that my quality of workis enhancing day by day. 4 weeks Time management LowHighFrom now onwards I will do my work on priority basis so mytimeisnor wasted.Iwillpay attentionon significant issues. I willalsosetthe goals for short term for self. Now I am able incompleting the work even before deadline. I try to achieve my goals which I set daily. I try nortowaste myprecious timein disruptive activities. 4 weeks
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CONCLUSION It can be concluded from the above report that human resource management is very essential for every organisation. The roles of HR managers in the functioning of business is discussed in the report. The HR approaches used by Tesco and Sainsbury in their operations is also covered in the above report. These approaches are very crucial for the success of the companies in the market. A self evaluation report is also discussed which has identified the importance of people management and team working abilities in the effective completion of task. The strengths and potential areas for development has also been covered in the report which gives an idea about the existing status of the management.
REFERENCES Books and Journals Alfes, K., 2018. People management in volunteer organizations and charities. InHRM in mission driven organizations(pp. 47-77). Palgrave Macmillan, Cham. Chowdhury, T.A. and Jacob, P., 2019. Challenges in the management of people with diabetes and cancer.Diabetic Medicine,36(7), pp.795-802. Dahlgaard-Park, S.M., Reyes, L. and Chen, C.K., 2018. The evolution and convergence of total quality management and management theories.Total Quality Management & Business Excellence,29(9-10), pp.1108-1128. Denning, S., 2018. The emergence of Agile people management.Strategy & Leadership. Duff, C., 2018. Dementia: assessment, management and support for people living with dementia and their carers. Golledge, J., Ward, N.C. and Watts, G.F., 2019. Lipid management in people with peripheral artery disease.Current Opinion in Lipidology,30(6), pp.470-476. Khan, B.A. and Naeem, H., 2018. The impact of strategic quality orientation on innovation capabilities and sustainable business growth: Empirical evidence from the service sector of Pakistan.International Journal of Quality & Reliability Management,35(8), pp.1568- 1598. Kozinets, R.V., 2018. Netnography for management and business research.The Sage handbook of qualitative business and management research methods, pp.384-397. Lenka, S. and Singh, L.P., 2019. Transforming HR as agile business partner: The case of accenture. McConnell, C.R., 2018. Interpersonal competence in the management of people.The Health Care Manager,37(4), pp.358-367. Nikitina, T. and Lapiņa, I., 2019. Creating and managing knowledge towards managerial competencedevelopmentincontemporarybusinessenvironment.Knowledge Management Research & Practice,17(1), pp.96-107. Purwanto,A.,2020.DoesQuality,Safety,EnvironmentandFoodSafetyManagement SystemInfluenceBusinessPerformance?AnswersfromIndonesianPackaging Industries.International Journal of Control and Automation,13(1), pp.22-35.