HRM Practices and Functions

The provided assignment focuses on Human Resource Management (HRM) practices and their significance in accomplishing organizational objectives. It highlights the different functions of HRM, including planning, organizing, directing, staffing, and controlling. The document also emphasizes the role of HR managers in conducting training and development programs, recruitment and selection processes, and performance appraisals to motivate employees and create a healthy working environment.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose and functions of HRM applicable for workforce planning and resourcing.............3
P2 Strengths and weaknesses of various approaches to recruitment and selections...................5
TASK 2............................................................................................................................................6
P3 Benefits of HRM practices for both the employer and employee.........................................6
P4 Evaluation of effectiveness of HRM practices for organisational profitability and
productivity.................................................................................................................................7
TASK 3............................................................................................................................................8
P5 Importance of employee relations that influence HRM decision-making.............................8
P6 Key elements of employment legislation and its impacts upon HRM decision-making.......9
TASK 4.........................................................................................................................................11
P7 Illustrate the application of HRM practices in the organisation with examples..................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Human Resource Management (HRM) is important for an organisation for supervising
their employees by applying a formal system. There are several roles and responsibilities which
are performed by HRD in an organisation such as staffing, salary and wages, several other
benefits etc. Main role of HR manager is to increase productivity and profitability by using
available manpower in refined way (Anderson, 2013). HR also plans for Training and
Development Program to enhance skills and knowledge of employees.
This assignment is based on Tesco Plc which is a multinational grocery company,
founded in 1919 by Jack Cohen. It’s headquarter is at Tesco House England, United Kingdom.
Below description explains purpose and function of HRM. It also emphasis on the strengths and
weaknesses of recruitment and selection approaches. Same also through light on benefits of
HRM practices as well several other things related to human resource management.
TASK 1
P1 Purpose and functions of HRM applicable for workforce planning and resourcing
Human resource management is set of activities in which candidates are recruited and
manage by HR manager. In this main role is played by manager for hiring and selecting suitable
candidates according to their skills and knowledge for filling vacancy. The same department is
important for every organisation because it manage entire company's working in proper manner
by considering all the employee's benefits also. HR department is responsible for selection,
recruitment, program for employees development so they can achieve goals and objectives which
are predetermined (Aswathappa, 2013).
Purpose of Human Resource management
Personnel management plays various roles and responsibilities which are focusing on
building effectual relationship between employees. Tesco Plc is a Grocery Company where they
use HR practices for managing their work in proper manner. A Manager of same organisation
plays several activities and performs functions with motive of maintaining healthy relationship
among co-workers, resulting in increasing productivity. Few purposes are given below:-

 Create better organisational culture: For maintaining positive working environment,
HR department plays an important role. Thus, overall task of Tesco Plc can be managed
in proper manner which will resulted in generating maximum profit. Positive working
environment created by organisation when task is divided among each and every
personnels (Brewster and Hegewisch, 2017).
 Law: Several laws and legislation laid by the UK government must be followed by
every enterprise. These can be related to union, labour relation, employees’ legislation
and negotiation which can influence decision-making process of HRM. Along with this,
laws related to hiring, selecting and terminating staff member must be considered by
Tesco Plc.
 People management: HRM is popular for managing their employees in effective
manner so better working environment can be created. It is important for increasing
productivity and generating revenues with the help of same manpower is utilised
properly.
Functions of Human Resource Management
HRM consists of several functions and activities which help in smooth working of
business and in managing day-to-day working. Major role of this is to mange workforce and
manpower in proper manner (Cascio, 2010). Thus, company can generate more and more
revenue and increase productivity.
Some of the functions are given below:-
 Orientation: this is conducted by an organisation for their new employees. It helps
them to know about the company and its existing employees. as well in interacting with
every individual staff member. Therefore, a new candidate can be aware about the
working environment and get adjusted with that.
 Recruitment and selection procedures: For completion of day-to-day activity in
business, there is a requirement for skilled staff. Thus, Human Resource department is
liable for managing workforce by recruiting and selecting candidates according to
requirement.
 Employee relations management: Relationship between employees, who are working
in the same organisation, must be effective and positive for smooth performance. For
this, Human resource manager is responsible because this directly gives impact on

working environment because they are liable to manage each or every aspect faced by
business entity. In fact, overall management is handled by personnel management team
as managing is assigned by higher authority.
 Training and learning session: This is important for both existing and new employees.
There are several changes made by company in their structure of working. So
accordingly it is necessary to increase skills and knowledge of staff to get accustomed
with all modifications.
P2 Strengths and weaknesses of various approaches to recruitment and selections
This is important process and not a easy task as any vacancy must be fulfilled with
suitable candidate according to required specifications (Boudreau, 2010).
There are several approaches of recruitment and selection process which are explained below:-
 Job Analysis: Here the manager gathers information about vacancy in an organisation.
Later, decides to conduct recruitment and selection process for hiring suitable
candidates. Several activities are conducted by manager for hiring skilled and qualified
candidate to accomplish outcomes such as advertisement programmes, events and so on.
 Job Description: this contains information related to vacancy such as experience,
salary, work responsibilities and other requirement. Thus, the interested candidates can
be applied for vacant position.
 Job posting strategy: HR manager is responsible for designing an effective strategy of
recruitment and selection process in order to fill the vacant position of an enterprise
(Chelladurai, 2017). Thus, Tesco Plc has to use best strategy and method for hiring
interested and eligible person.
 Multi phase recruitment: This is the best method which helps in finding suitable and
eligible candidates who matches to the profile required by the organisation. It includes
methods of interviews such as telephonic round, personal, video interview and written
round .
 Person Specification: In this point crucial criteria is seen as respect of qualities,
qualification knowledges, abilities and skills for particular job. It is in relation to the job
descriptions that examine suited person.
Strengths of recruitment and selections

 Internal method of hiring candidate is suitable because vacancy is filled by internal
candidates without any delay.
 Tesco Plc is mainly focusing on qualified and knowledgeable persons for their hiring
process. Therefore, that candidate can handle any critical situation which may arise.
 This procedure is very advantageous for creating effectual manpower by pull in talented
person towards company so that targets can be accomplished.
Weakness of recruitment and selection
 Internal source is not suitable for firm because it forbid fresh talent and innovation
because of internal selection (Kerwin, 2017).
 External recruitment methods are costly and expensive as several activities such as
advertisement, use of electronic media etc are also employed to provide information to
the candidates.
 This is time-consuming method since brief check is done making it a lengthy method.
TASK 2
P3 Benefits of HRM practices for both the employer and employee
Human Resource management is beneficial for each and every individual working in the
company. Advantage of this is gained by is to both employer and employee who are working in
company. Below are some benefits of HRM practices:-
Employer's Benefits
 Focus on tasks or assignment: They get advantage of getting work done in effective
manner by dividing task among several employees. Along with this, they find suitable
way of completing task in well manner.
 Using work time: This is also beneficial for employers because with HRM practices
they can use time as well as efforts for completing work on time and in effective manner
in the enterprise. Tesco plc implements various Human Resource Management practices
for achieving its goals or objectives within specific time period.
 Reduce absenteeism: This decrease chances of absence and motivate staff members to
work in a more appropriate way and beneficial for increasing growth and productivity
of Tesco Plc.
Employee's Benefits

 Experiences in new areas: According to this element it has been determined that when
several new tasks is assigned to employees by HRM practices then it is essential to
consider facts about clients (CHUANG and Liao, 2010). They find new area for
working which develop their interest and enhance skill, knowledge for working in new
field.
 Opportunities of training and development: HRM frame program related to training
and development is beneficial for employees’ for enhancing their skills and knowledge.
Main reason behind conducting this program by Tesco Plc is to increase productivity
and generating profit.
 Personal satisfaction and cultural interest: human resource management practices
assist in providing satisfaction each and every staff member. Along with this trying to
generate interest in culture of organisation.
P4 Evaluation of effectiveness of HRM practices for organisational profitability and productivity
Human Resource Management play vital role in an organisation for achieving growth or
sustainability development (Daley, 2012). There are number of rules or regulations included in
the HRM practices that must be considered within the firm.
Tesco plc also undertakes various functions or activities for the purpose of managing
entire business operations in very appropriate manner. HRM practices are essential for achieving
set goals or targets in well manner. Tesco plc focus on improving productivity as well as
profitability by using different HRM practices.
Set proper directions and implementations: Manager and leaders of Tesco plc are
responsible for setting the goals and deadlines towards organisational success. They give
instructions and provide guidelines to the workers so that they can attain predetermined goals or
objectives in sufficient way. They consider mission, vision, purpose, goals or objectives which
will support to increase the profitability as well as productivity.
Excellent task performer and innovative staff members: It is an essential task for the
firm as they can undertake new innovative ideas and creations which will help in bringing
effectiveness and perform every tasks or work in well manner within the firm. Manager and
leaders are responsible for creating healthy and positive environment to accomplish set targets or
goals.

Team and individual goals through proper communication: In this element one thing
is identified that HRM practices one of the best way for communicating individual or team goals.
Manager provides adequate information to the workers regarding business goals or targets.
Update the skills: Tesco plc believes in creating and maintaining effective workforce in
an appropriate way so that manager and leaders focus on employees’ development (Fulton,
2011). They conduct training and learning sessions for their employees to enhance skills,
knowledge and abilities so that Tesco can achieve its set goals or objectives in more efficient
way. Their main aim is to keep updated all their employees through training and development
programmes in the firm.
Drive employees performance: This is another important factor which is beneficial for
increasing productivities and profitability (Glendon, 2016). Manager and leaders organise
program for appraising employees’ performances by using tools or methods so that best
employee or star performer can be found. Therefore, they provide rewards; benefits and bonuses
to employees for the purpose of accomplishing tasks or objectives in an impressive manner.
TASK 3
P5 Importance of employee relations that influence HRM decision-making
Employees relationship play important role in success of organisation and also in creating
positive working environment as well it help in achieving goals and objective of business. This
can be possible when enterprise take care of their employees by providing them benefits,
compensation and also in motivating them. Moreover, personnel need proper working
environment and motivating them result in increasing productivity this entire is work of
management of Tesco Plc. There are several ways through which HR manager of Tesco Plc is
motivating and encouraging workers for accomplishing work in effectual way.
Maintain equality by communication – communication in organisation should be in
orgainsed way from top to down approach level with appropriate channel (Clarke and McKenna,
2016). Thus, information related to business in given to each and every employee working in
Teso Plc. Because of this there will be no chance of any barriers and if any than solved in
adequate manner.
Employees Loyalty – If company is serving their personnel in better manner which
provides job satisfaction, then only they can be loyal towards company. For this, Manager of

Tesco Plc have to create a positive and healthy working environment must be created to maintain
good relation.
Sharing Work – when two or more people works on a single task then they will achieve
goal of company in effective manner. Sharing work helps in building relation as well because of
this no individual will suffer through work pressure. Although sharing work is essential for
achieving goals and objective on time.
Resolve Conflicts - when more than two people are working on a single project then
there will be reasons of conflict which may disturb cordial relationship (Guest, 2011). In such a
situation, manager takes steps to solve it creating healthy working environment. Resolving
conflicts is important because teamwork is a contributing factor. important for achieving goals
and objective of business.
There are several more ways also that influence HRM practices of employees relation.
Tesco Plc HR department is strong enough for maintaining relation between workers.
P6 Key elements of employment legislation and its impacts upon HRM decision-making
There are several laws and legislations which are given by the UK government related to
firm and their structure as per nature of company. According to that HR manager they have to do
their activities which is related to laws and legislation followed by company. Several
organisations consider a correct hierarchy system for working of their business and appropriate
communications. Small scale business have minimum structure of workforce so that staff
member can interact with each other in more proper manner. Large scale companies generally
have numerous of layers and vast hierarchy structure which create complexities in contacting
with every staff member working in enterprise. Human Resource manager needs to consider this
hierarchy system for transfer of important information and data to the personnel.
Tesco plc includes this to create better working environment and effectual manpower. They are
as follows:
 Analyse positions: This task is important because it describe particular job vacancy
with its proper detail and information (Knowles and Holton, 2014). Thus, it is necessary
to fulfil job application so enterprise mainly focusing on providing information to
employees about roles and responsibilities which they have to follow for achieving
goals and objective.

 Equal wage act: there should not be any partiality between employees working in same
organisation according to gender, age, colour, caste, religion etc. Everyone have equal
right and authority of equal wages according to their work.
 Minimum payment act: As per this act which is given by the government about
minimum payment to employees for their work. Thus, Tesco Plc have to consider all the
act related to payment of wages or compensation and provide personnel as per their
work.
 Employee's rights act: Employees also have several rights while they are working for
any company especially related to their safety and security (Scullion and Collings,
2011). Thus, it is responsibility of an organisation to provide proper protection and
safety to staff member while their working hours.
 Workmen's Compensation act: This legislation was formed by the government for
rendering better compensation to the employees. In this, consider various safeties major
related with health problem and mishap that staff members’ gets during project
completion within a company (Swanson, 2014). Tesco plc give proper compensations to
employees if the go through any harm and injuries.

TASK 4
P7 Illustrate the application of HRM practices in the organisation with examples
In an organisation, there are many activities and functions to be performed by HRD and
its purpose is to manage work in effectual manner. This considers several activities such as
recruitment and selection process, training and development program, performance appraisal and
many more (Purce, 2014).
Job analysis: In the vacant job position is described and identified in proper manner.
Explanation of this is given below:
Job description
Organisation name
Tesco plc
Job profile
Human Resource Executive
Location
England, United Kingdom
Report to
HR Administration office
Roles and Responsibilities
Explicate policies and strategies of Human Resource.
Keep record of attendance and management of personnel.
Conduct Performance reviews and appraisal.
Help in recruitment and selection procedure.
Training and development programmes for new staff member or joiners.
Required Qualification
MBA (Master degree in Business Administration)
Experience required
3 to 6 years
Salary
7 to 9 lac per annum.

When job description is prepared, second step is use of media for providing information
related to profile (Marchington, 2016). Below given is CV of candidate who is applying:
Curriculum Vitae (CV)
Name:
Address:
Contact number:
Email Id:
Career objectives: To seize opportunities to showcase my talents in Human resource and
accomplish success and development
Qualification:
MBA (Master in Business Administration)
Experience:
3 years experience in HRM sector.
Personal skills:
Good communication skills
Leadership skills
decision-making skills
Problem solving
Declaration:
I hear by declare that the above information is true as per my experience and knowledge.
Recruitment and selection process: After selection of CV, recruitment and selection
program is conducted (Meredith and Belbin, 2011). This includes interview, group discussion
and examination.
Documentation: Proper documentation of selected candidate is done like ID card,
education documents and many more.
CONCLUSION
From the above report, it can be summarised that Human Resource Management is a very
important function of the organisation which helps in managing people and their work
performance in better ways. Every firm consider HRM practices for performing every task or

activities so that organisational goals or objectives can be achieved. In this included various
functions such as planning, organising, directing, staffing, and controlling for creating effective
organisation. HR manager plays several activities and perform their duties like conducting
training and development programs, recruitment and selections process and performance
appraisals of employees for the purpose of accomplishing predetermined targets or goals of the
Tesco plc. HR manager maintain the relationship among employees by motivating them and
creating healthy working environment.

REFERENCES
Books and Journals
Anderson, V., 2013. Research methods in human resource management: investigating a business
issue. Kogan Page Publishers.
Aswathappa, K., 2013. Human resource management: Text and cases. Tata McGraw-Hill
Education.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Cascio, W. and Boudreau, J., 2010. Investing in people: Financial impact of human resource
initiatives. Ft Press.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
CHUANG, C.H. and Liao, H.U.I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
psychology. 63(1). pp.153-196.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management.
pp.120-125.
Fulton, E.A. And et. al., 2011. Human behaviour: the key source of uncertainty in fisheries
management. Fish and Fisheries.12(1). pp.2-17.
Glendon, A.I., Clarke, S. and McKenna, E., 2016. Human safety and risk management. Crc
Press.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Marchington, M. and et. al. 2016. Human resource management at work. Kogan Page Publishers.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest, 19(3).
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
Online
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