Human Resource Management and Productivity Analysis

This assignment requires an in-depth analysis of human resource management (HRM) strategies, focusing on their formulation, implementation, and impact on productivity. It involves researching various HRM approaches, such as strategic HRM, workforce differentiation, and corporate control by Chinese MNCs. The analysis will also consider the role of HRM in organizational outcomes, including mediating mechanisms like employee engagement, job satisfaction, and performance management. Additionally, it will examine how HRM influences productivity, using case studies and research papers to support findings. The assignment aims to provide a comprehensive understanding of HRM's importance in achieving organizational success.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1) State the function and purpose of Human Resource Management.......................................1
P2) State the strength and weakness of different approaches of Recruitment & Selection.........2
TASK 2............................................................................................................................................4
P3) The benefits of different HRM practices for employees and employer................................4
P4) Effectiveness of HRM practices in increasing productivity and growth..............................6
TASK 3............................................................................................................................................7
P5) The importance of employees relation in respect to influencing HRM decision making.....7
P6) The key elements of employment legislation and its impact in decision making.................8
TASK 4............................................................................................................................................9
P7) Different application of HRM practices in organisational context.......................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management can be refers as the process of managing, controlling,
selecting, hiring and appointing people at work place. handling Human resource can be
considered as the vast element which plays a significant role in growth and development of firm
through managing the available resource at work place (Albrech, 2011). The major focused area
of each business organisation is to appoint highly educated and skilled people at work place in
order to developing the performance and productivity of firm at market place. In the present
research project Tesco Plc is a chosen company as it deals in variety of high quality products
and services to their significant buyers as to satisfying their needs and wants. This report
contents the study about the functions and purpose of human resource management which are
important in workforce planning. Different HRM practices approaches to recruitment and
selection, strength and weakness of recruitment and selection, benefits of various HRM practices
and their effectiveness for employee and employer. the importance of employees relation in
terms of influencing decision making process, the key element of employment legislations will
also be discussed in detailed manner.
TASK 1
P1) State the function and purpose of Human Resource Management
Human resource management is consist to be the most essential part of each business enterprises
as organisations are concern on implementing all resources and function into effective manner.
Human resource management is considered as a process selecting, hiring, managing and
deploying workforces as to create value for business organisations. In an organisation
management plays different role in which the major function of human resource department is to
hiring well skilled and educated people at work place in order to enhancing the performance and
productivity of firm at market place. In the modern business competition is so high at market
place and organisations are widely concern on developing their performance through offering
variety of products are services to their significant buyers at market place. In management all
business activities are managed and handled by human resource manager and they are concern
on appoint right people at right place in order to developing the productivity of firm through
utilisation of appropriate resources (Anderson, 2013). As a large business enterprises Tesco Plc
is concern on retaining employees for long time as to attaining high growth and success at
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market place. The management of Tesco Plc is focused on recruiting highly qualifies candidate
as as increasing the efficiency of organisational work which create value in attaining competitive
edge at market era. The major purpose of human resource management is to create a plan for
predicting future needs and demand of people at work place and also analysing the current
employee’s performance. Another essential purpose of manager is to enhance the performance of
firm through providing training and development session to their new as well as existing
employees.
There are various functions of HRM which are performed by the management of Tesco Plc as to
maintain their operations, in which some are described as under:
Recruitment and Selection: This can be considered as the primary function which is performed
by HR manager at work place (Armstrong, 2011). Recruitment refers as the process of
stimulating and attracting people for fulfilling the vacant position within firm. Selection defines
as the process of selecting most suitable candidate for the position among all the applicants. The
main role of Tesco HR manager is to pick work force who work with an aim that aim achieving
both short & long term goal of the firm in an effective and systematic manner.
Maintaining Good working Condition: It is also an another essential element which needs to be
taking into proper action by managers. In an organisation the major responsibility of manager is
to create an effective and healthy atmosphere as to motivating employees for putting their vast
efforts in the growth and development of firm.
Training and development: It can be described as the core function of human resource
management as it create benefits in developing the skills and knowledge of employees at work
place so that they can perform multiple tasks which are assigned to them as to completing the
desired target.
P2) State the strength and weakness of different approaches of Recruitment & Selection
Recruitment and selection is considered as the core activities of firm which are needs to be
performed by management as to managing appropriate flow of resources at work place.
Recruitment also refers as the process of searching or looking for effective and prospective
employees with higher qualification and knowledge. Recruitment is mainly based on stimulating
most suitable candidates to apply for a job within an organisation as per the criteria of their
knowledge and skills (Fuhua, 2011). On the contrary selection is consist to be a process of
selecting most suitable and appropriate candidate among all the applicants as to developing the
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performance and working efficiency firm within market area. As a largest retail company Tesco
Plc is concern on hiring people through a structures and effective recruitment process as to
decreasing the extra cost of production (Bamberger, Biron and Meshoulam, 2014). Tesco apply
mainly two source of recruiting people at work place such as Internal and External recruitment
which are described as below:
Internal Source: This considered as a traditional process of recruitment as this process of
recruitment takes place within the working environment of firm. As per this process firm
believes that it is the best way to provide opportunity to their existing experienced employees
who are already working within the work place. in this people are hired from inside the firm, this
also create value in motivating people at work place. It mainly takes place by transfers,
promotion and re-employment. There are various advantages and disadvantages of this method
in which some are described as under:
Advantage This is simple and reliable process of recruiting most suitable candidate for
the vacant profile of firm.
This is cost effective in nature as in this there is not any requirement of
orientation and inducting.
Motivates workforce with the goal that they can work harder and which
brings about accomplishing higher position work.
Disadvantage The major drawback of this method is that it discourages new and capable
people from entering within work place.
In this scope of outside people is limited as in this vacancies are fills up
through the available people within organisation.
External Source: This is also an another essential process of recruiting as in this organisations
and its management department is concern on hiring people from outside sources. It is a best way
to hire fresh and new talent at work place (Bloom and Van Reenen, 2011). There are different
kind of external sources that TESCO applies in respect to perform its Recruitment & Selection
process and create awareness among people through Advertisement, Employment Exchange,
Campus Placement, Employee Referrals etc.
Advantage New workers have more prominent information and aptitudes as far as
inventive reasoning and creative innovation.
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It helps in providing the opportunity to the talented people as to implementing
new ideas and thoughts at work place.
This also helps in enhancing the diversity of firm.
Disadvantage In this the chance of existing employees to get promote is reduced.
This creates de-motivation among the old employees as they are not
performing well at work place which cause issue in growth and development
of firm.
This process is cost and Time Consuming in nature because its process is
lengthy.
TASK 2
P3) The benefits of different HRM practices for employees and employer.
In a business organisation HRM practices plays essential role in growth and development
of firm at market place. In organisation manager having the responsibility to keep appropriate
detail and information about the task and duty which are assigned to the employees. Managers
are the key element of firm who are taking responsibility of managing, hiring, firing and payroll
the operations and functions in order to maintaining the effective and healthy relationship among
organisational employees. Tesco Plc is famous for its high quality and variety of products and
services and as a large business organisation it is essential for firm to maintain their brand image
at market place through managing all operations and functions in appropriate manner (DENG,
ZHANG and LI, 2013). Effective management of human resource practices are helpful in
attaining higher competitive edge at market area as to providing variety of products and services
as per the demand of people. HRM practices performs vast role in work place, effective HRM
practices has various benefits for employee as well as employer in which some are described as
under:
Benefits for employer:
Employer are the key element of firm who are responsible for hiring well skilled and
educated people at work place as to accomplishing the descried goals and objectives of firm. As
a large business enterprises Tesco Plc has various departments in which they hire skilled and
highly qualified people at work place as to maintaining the moral and competitiveness of firm at
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market place. There are various merits for employer within the firm in which some are associated
as below:
Developing employees relation: It can be considered as the most essential element which needs
to be performed by employer within the working environment. In Tesco Plc managers and higher
authorities are concern on implementing effective relationship among organisational employees
as to completion of task with coordination and collaboration.
Retaining employees: This is also a prior function of manager as it is the responsibility of
manager to motivate employees at work place in respect to putting their significant efforts as to
fulfilling the desires of a particular task. As a large business enterprises Tesco Plc is concern on
retaining employees at work place through motivating them for their future growth and success.
Benefits for employees: Employees are described as the key assents of firm as employees are
responsible for attaining higher growth and success of firm. The effective contribution of
employees within work place helps in attaining competitive edge at market place (Feng and et.
al., 2014). The practices of human resource are effective for workers and employees as to
enhancing their skills and ability to perform multiple tasks at a single period of time. Some
benefits for employees are described as below:
Promoting positive attitude: It is essential for employees to maintain good and positive
behaviour at work place. Workers are concern on performing various task at work place which
are assigned by them per their skills and knowledge. A positive nature helps an individual to
completing the task through the coordination of other employees and workers.
Enhancing personal and professional skills: The major purpose of HRM practices Is to
enhancing the skills and knowledge of new as well as existing employees in respect to
completion of organisational operations in well planned and systematic manner. As a largest
retail company Tesco Plc spend a huge amount of rupee in training session as to developing their
skills and ability of people at work placec (Van Dooren, De Caluwe and Lonti, 2012). It is the
major responsibility of manager to provide training and development session to their employees
in order to developing their skills to perform various task at work place. effective human
resource management helps in developing the personal as well as professional skills of people at
work place which create value in completing organizational task and duty in specifies period of
time.
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P4) Effectiveness of HRM practices in increasing productivity and growth.
HR practices are those practices which are develop the employee's productivity. Good
practices mention to the HR systems that is give superior effect on the organisation and
workforce. The best HR practices can help an enterprises to achieve goals and objectives. HR
practises include fair judgement system, knowledge sharing, safe and happy environment, reward
system, training and development, flexible work place etc. Some HR practices are as follows-
Training and development:
Training and development is a process which is provided by the human resource
management in an organisation for better performance of work. It can be described as an
educational process in which they develop or sharp the attitude, concepts, skills, and knowledge
of employees. Tesco adopt training and development practices to train its new and existing
employees. Training give several benefits to the employee. They become more productive,
organised, flexible and meet the needs of customers and satisfy them. Training also increase
employees meaning of ownership in the organisation and increase their abilities and skills for
better decision-making which is make them more effective. This all helps to Tesco for growth.
This company offers both off-the-job training and on-the-job training. This both method of
training are very productive for the company in sense of increasing the profit.
Flexible working environment:
Flexibility refers that how, when, and where an employer and employee making change
to meet business and individuals needs. Flexibility is beneficial to both the employee and
employer and give superior outcomes to the Tesco company. Only salary can't satisfy the
employees but a work balance of life. Tesco adapt both formal and informal flexibility for
employees benefit as well as business benefit. In this company higher flexibility are exists which
is boost the talent pool because employees are not bounded only themselves.
Reward system:
Tesco company's owners wants to improve quality and reduce cost for this they adopt
reward system in which include incentives, allowances, voluntaries etc. These types of systems
motivate the employees for batter performance of work. Reward system boost the energy and
give positivity to the Tesco's employees and they give effective result to the company in terms of
productivity and profit.
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TASK 3
P5) The importance of employees relation in respect to influencing HRM decision making.
Employees relationship can be considered as the most essential element of each business
organisation as each small as well as large business enterprises are concern on developing
organisational performance and productivity at market place through implementing effective
relationship among employees. In an organisation management department are concern on
establishing an effective and good relation among employees as to completing organisational
task and duty in effective and efficient manner. It is the real obligation of human asset office to
keep up the relationship among workers and higher specialist of firm with the goal that firm can
increase higher position at commercial centre (Hendry, 2012). In the working environment of an
organisation HR manager is responsible for maintaining an effective and good relationship
among employees as it create value in performing all organisational; operation with more
passion and coordination. As a large business enterprises Tesco Plc is concern on maintaining
their image in the mind set of people through offering variety of products and services for their
significant buyers. An effective and good relationship helps in making appropriate decision in
regards to resolving all organisational issue and conflicts that has a huge impact on the growth
and development of firm.
As a leading retailing company Tesco Plc has a large number of employees and workers who are
performing multiple tasks at work place and taking effective participation in the process of
decision making as to developing organisational performance and growth at market place. There
are various benefits of employees relation at work place, in which some are associated as under:
 A successful relationship among staff individuals helps in expelling misconception inside
association, with the goal that workers can perform in inviting condition. Tesco Plc is
centred around setting up formal association with representatives as it helps in giving
positive character of workers who are playing out different exercises at work put.
 It also helps in participation inside hierarchical supervisors and workers for powerful use
of assets in regard to grow the business at wide level.
 An effective relation also helps in performing organisational activities with coordination
and collaboration.
 A good and healthy relationship among employees create value in taking effective
decision in respect to providing various benefits to firm or its operations.
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P6) The key elements of employment legislation and its impact in decision making.
It is necessary for an business organization to design some rules and legislation in respect
to carry out all business activities in well planned and systematic manner as it helps in creating
long term benefits for firm and its employees (Huang, 2011). In an organisation management and
its higher authorities are responsible for creating rules and legislation as per the need of
organisational operations and it is required for it employees to follow the rules and regulation as
to maintain the discipline within workplace. Pro following rules and legislation it is easy for
form to attain desired goals and objectives as it also helpful in making effective decision that are
advantages for firm or its growth. Tesco is famous for its high quality products and services
which are offered by company to their significant buyers. as a large and well reputed company
Tesco PLC is focused on follow all the rules and legislation which are established by
government or its authority as government provide various benefits to farm which are
contributing a huge amount of rupee in the growth and development of economy. There are
various rules and legislation which are implemented by government of UK in which some are
described as under:
Age discriminations act: This consist to be an essential legislation which is widely followed by
the organizations as to providing various benefits to their employees (Huselid and Becker, 2011).
This app is based on some special criteria’s which is related to the age of people. This section
encompasses that it is required for each business organisation to hire people who are cross the
limit of a of 20 as people who are 20 or more than 20 are eligible for any kind of work in
business sector. As a large business organisation Tesco follow this act as their essential aspect in
respect to reducing the chance of conflicts within the working environment.
Anti discrimination act: this is also an essential act which is constantly followed by each small
as well as large business Enterprises as it provides benefit to the people who are discriminated by
the organisation or its employees for different kind of reasons such as income caste religion
gender color etc. The companies which are having more than 20 employees at workplace are
need to follow this legislation as to providing benefits and advantages to their workers and
employees. This legislation helps in providing various benefits to the Employees and create
value in higher growth and success of form as people with highest security are motivated
towards contributing their significant efforts in completion of assign task and duty.
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TASK 4
P7) Different application of HRM practices in organisational context.
Human resource practices are consist to be the most essential part of each business
organisation as effective HRM practices helps in attaining high growth and success at market
place through managing all operations and function of firm (Jackson, Schule and Werner, 2011).
The major responsibility of manager is to hire people at work place with significant skills and
knowledge as to perform various operations and tasks which create benefit for organisational
growth and success. There arevarios elements that are related with the human resource practices
are determined by the assistance og human resource mode, these are associated as below:
Soft HRM Hard HRM
This can be considered as the most effective
practice of human resource as in this
employees are treated as the most essential part
of firm and this create value in attaining high
competitive position at market place. In this
method the needs and wants of employees are
fulfilled by firm as to retaining them for long
run of business operations.
This is different from soft HR as in this
employees are considered as the simple source
of business. This method is based on various
rules and legislations which create a significant
way for firm or its operations to moving
forward towards right direction. It helps in
leads the firm towards enhancing their
operations and productivity.
Job Specification: It consists to be the most important written statement which helps in explains
the all roles and responsibilities which are needs to be performed by an individual at work place
on a specified job profile (Jiang and et. al., 2012).
Organisation: Tesco Plc
Job Title – Assistant Human Resource manager
Qualification – MBA (Human Resources)
Location- United Kingdom
Essential Criteria:
 Proper knowledge about management tools and techniques.
 Maintaining employee’s relation.
 Effective team building skills.
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 Maintaining coordination among organisational operations.
Desirable criteria:
 More than 3 year work experience
 Attractive personality.
 Effective communicator.
Job description: It comprise as a record that conveys an appropriate depiction about the a
specific occupation profile.
Job Description
Organisation: Tesco Plc
Division: Human Resource Department
Job Title: Assistant Human resource manager
Job Location: UK
Job Summary
The organisation is looking for capable and skilled people who are able to fulfil the requirement
of Assistant human resource manager in the company. The candidate must have proper skills
and knowledge about various HRM practices.
Role
 Hire well educated and talented people at work place.
 Proper management of human resource.
 Conducting an effective training and development session.
Curriculum Vitae:
It is commonly known as a CV, which consist as an alternative to writing a resume to
apply for any job profile (Lengnick-Hall, Beck and Lengnick-Hall, 2011).
 Name:
 Address:
 Contact Number:
 Email ID: Carrier objective:- Searching for a profile in an organization that gives me a chance to
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development and picking up accomplishment in my vocation.
 Academic Qualification:
 Graduation MBA Experience: 2 years experience in Human Resource Management department as
Assistant HR manager.
 Personal Skills:
 Ability to work in team and focused towards goals.
 Self motivated and having an ability to work in the situation of intense deadline. Carry positive attitude and dedicated towards work.
 Declaration:
 I hear by announce that the above informations is true to my cognition and expectations.
CONCLUSION
As per the above mention report it has been concluded that it is essential for each
business organisation to maintain proper flow of organisational activities in order to attaining
high growth and success at market place. Organisations are widely concern on hiring well
educated and skilled people at work place in respect to attaining high growth and success at
market area. Human resource are considered to be the most essential assets of firm as it is
essential for organisational higher authority to manage their resources at work place so that
productivity and performance can be influence. Managers are the only responsible for all
activities that are held at work place as they motivate employees to work with more passion and
collaboration. Managers are also concern on building small teams in respect to completion of
task in desired period time. Teamwork is effective in accumulating organisational targets and
vision through working with coordination and collaboration. Manager also perform wide role in
implementing an effective, healthy and familiar culture as to resolving issues and conflicts at
work place.
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REFERENCES
Books and Journals
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Anderson, V., 2013. Research methods in human resource management: investigating a business
issue. Kogan Page Publishers.
Armstrong, M., 2011. Armstrong's handbook of strategic human resource management. Kogan
Page Publishers.
Bamberger, P.A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
DENG, C. Y., ZHANG, X. P. and LI, Y. F., 2013. Harmony Evaluation of Living Environment
and Economy in Lanzhou City. Resource Development & Market. 8. p.007.
Feng, Z. M. and et. al., 2014. Research on the suitability of population distribution at the county
level in China. Acta Geographica Sinica. 69(6). pp.723-737.
Fuhua, X., 2011. Analysis on Strategy of Human Resource Management in Economy
Hotel. Innovative Computing and Information, pp.275-279.
GU, J. T. and DENG, L., 2012. Spatial-temporal Characters of Historic and Cultural Villages in
China and Correlation between Them and Local Economic Development [J]. Hunan
Agricultural Sciences. 19. p.023.
Hendry, C., 2012. Human resource management. Routledge.
Huang, X., 2011. Corporate control by Chinese MNCs over their foreign subsidiaries:
Combining institutional and resource-based perspectives. Labour & Industry: a journal of the
social and economic relations of work, 22(1-2), pp.169-191.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jackson, S., Schuler, R. and Werner, S., 2011. Managing human resources. Cengage Learning.
Jiang, K., and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Lengnick-Hall, C. A., Beck, T. E. and Lengnick-Hall, M. L., 2011. Developing a capacity for
organizational resilience through strategic human resource management. Human
Resource Management Review. 21(3). pp.243-255.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest. 19(3).
Van Dooren, W., De Caluwe, C. and Lonti, Z., 2012. How to measure public administration
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management, and open government. Public Performance & Management Review. 35(3). pp.489-
508.
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Online
Recruitment and selection process. 2017. [Online]. Available Through:
<https://hr.ucr.edu/recruitment/guidelines/process.html>.
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