Unit 03– Human Resource Management

Unit 03– Human
Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1. Purpose and functions of HRM.............................................................................................1
P2. Strengths and weakness of different approaches to recruitment and selection.....................2
LO 2.................................................................................................................................................4
P3. Benefits of different HRM practices for both employer and employee................................4
P4. Effectiveness of different HRM practices in terms of raising profit and productivity..........5
LO 3.................................................................................................................................................6
P5. Importance of employee relations in influencing HRM decision making............................6
P6. Key elements of employee legislation and its impact on HRM decision making.................7
LO 4.................................................................................................................................................7
P7. Application of HRM practices in work related context.........................................................7
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human Resource management is the term that refers to as the practices in terms of
recruitment, hiring, managing and deploying the employees that are involved in particular
organisation (Black, Washington and Schmidt, 2016). In other words the main aim of this
department is to appraise the employee’s performance by deciding their amount of compensation
and also by providing them with high benefits. In the following report, Tesco has been taken into
consideration. It is the multinational groceries and merchandise retailer that is been
headquartered in Welwyn garden city, England, United Kingdom. It is third largest retailer in the
whole world as per the gross revenues.
Thus, in the below report, purpose and functions of human resource management and
also strengths and weakness of different recruitment approaches will be explained in detail.
Further, benefits of HRM practices in terms of both employee and employer will be discussed
that would lead in achieving profitability and productivity of a business. In addition to this,
impact of employee legislation will be illustrated in detail.
LO 1
P1. Purpose and functions of HRM.
HRM is termed as that process that leads in making up plans, developing policies and
later on administering it in particular organisation (Bratton and Gold, 2017). Thus, the purpose
and functions of Human Resource management has been discussed as per below context-
Purpose
 The main aim of HRM is to improve the efficiency and also effectiveness of the human
resources of Tesco.
 They also have to look after the development of human resources.
 They must ensure the positive relationship among both employees and employers that are
involved in Tesco.
Functions
 Recruitment and selection- This is the one of the basic functions of Human resource
department of Tesco. It is the process that leads in captivating, screening and also
selecting the potential and also qualified candidates in terms of particular criteria that is
being set by an organisation. The main aim of this process is basically to attract high
level of qualified employees that has required skills for a particular vacancy. Thus, proper
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planning is essential in order to avoid unmotivated and under qualified employees
(Sheehan, De Cieri, Cooper and Shea, 2016).
 Training and development- This is the process in which employees that are being
recruited are being developed in such way that they can increase the performance off
workers in a particular organisation Tesco. This plays extremely essential role in order to
motivate employees in such way that they put their complete efforts towards the task that
has been allocated to them. In addition to this, the main aim of this process is to bring ot
the abilities and talent of workers and accordingly allocate them with particular job or
task which will further help in increasing productivity and company may enjoy long term
success (Sarma, 2017). In addition to this, it is termed as that attempt that leads in
improving current and also the future performance of the employee or worker of Tesco
by increasing their ability in order to perform through learning.
 Orientation- Orientation is termed as one of the fundamental step that leads in helping
new employee in such way that they adjust themselves with the high level department
easily without any difficulty and hesitation (Brewster, Vernon, Sparrow and
Houldsworth, 2016). Thus, orientation program is that which helps employees and
workers of Tesco in order to understand the duties or task that has been allocated to them
so that they can work in effective manner. This will help the organisation in increasing
their efficiency and company may therefore reach the boost. Moreover, it also gives
clarification to the employee in order to take the most active role in Tesco.
 Managerial functions- This function involves planning, organising, staffing, directing,
reporting, controlling and budgeting that work that who are entrusted in terms of
performing the operative functions.
 Operative functions- This function includes that task and duties which are basically
entrusted to the human resource department. They are further concerned with
employment, development, integration, maintenance and compensation of various
personnel of a particular organisation.
P2. Strengths and weakness of different approaches to recruitment and selection.
Recruitment and selection is termed as that process that leads in order to identify the
requirement for a job, advertising or promoting the vacant position and chose the best person for
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