Human Resource Management : John Cohlen

Human Resource
Management

INTRODUCTION...........................................................................................................................1
P1 Purpose and functions of HRM that are applicable to workforce planning and resourcing...1
P2 Strengths and weaknesses of different recruitment and selection..........................................2
P3 Benefits of different HRM practices for employee and employer.........................................3
P4 Evaluation of effectiveness of HRM practices in terms of raising profit and productivity. . .4
P5 Analysis of important of employee relations in respect to influencing HRM decision
making.........................................................................................................................................4
P6 Identification of the key elements of employment legislation and its impacts upon HRM
decision making...........................................................................................................................5
P7 Application of HRM practices in a work related context.......................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management is the important part of the organization which helps the
manager as well as employees in the internal business environment. This approach is beneficial
for the business which helps in accomplishing their goals & objectives in order to achieve high
efficiency or effectiveness. It further increases the productivity of profitability of the company
which helps in increasing their market growth and or build strong customer base. In order to be
successful organization, company have to human resource is the key element which should be
focused by top executives (Al Ariss, Cascio and Paauwe, 2014). Tesco Plc selected for the better
understanding of this concepts. It is UK based multinational grocery company which founded in
1911 and founder of the company is John Cohlen. This company sell their products across the
nation and its biggest competitors are ASDA, Walmart etc.
This report includes the various topics such as various purpose and functions of HRM and
their roles and responsibilities along with strengths & weaknesses of recruitment and selection
process. It also includes the of key elements of Human resource management and analysis of
internal & external factors which affect the decision making process or employment legislation
which is required at the time of implementing HRM practices.
P1 Purpose and functions of HRM that are applicable to workforce planning and resourcing
Overview of the organization
Tesco is the UK based multinational company which deals in groceries and general
merchant items across the nation. Company founded by John Cohlen in the 1911 and now it is
the second revenue generated wholesale market. Market share of the Tesco Plc is about 23% and
its biggest competitors are ASDA, Walmart, Sainsbury’s etc.
Workforce Planning: Martin, 2019).
Workforce planning: HRM practices used to determine the organizational need and
preferences which fulfil the legal requirements and it will further helps in increasing their
productivity or profitability (Workforce planning, 2019). These practices include the various
types of functions which perform by the Tesco Plc for the effective workforce planning and it
will be discussed below:
Human Resources Management: HRM practices done by the manager of the company
in order to enhance their work force which provide high efficiency or effectiveness. HRM
include different types of functions which is required by the organization for the effective
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performance (Bratton and Gold, 2017). By applying these practices organization can successfully
achieve their targets and some of practices discussed below which is followed by the Tesco Plc.
Recruitment & Selection: It is the main functions of HRM and its main purpose to hire
skilled employees which increase organizational productivity or profitability. For example:
Tesco required experienced and knowledgeable person for their business who can accomplish
their goals & objectives. Role of this function is to identify the needs and it will be fulfilled
through selecting best candidates. Responsibility of this function is to make sure that right person
will be selected for the organization. HR manager try to help Tesco Plc to select suitable
candidate (Buettner, 2015).
Training & Development: Purpose of this function is to enhance their employees
efficiency through increasing employee engagement and work quality of existing and new
employees. It plays important role in the workforce planning because training & development
enhance the performance. Responsibility of this function is to build consistency and increase
productivity as well as profitability of the organization.
Orientation: Purpose of this function is to introduce a new employee to the existing
worker in the organization. This process includes the sharing of information regarding their job
role and responsibility. Role of orientation is to encourage confidence in the new employee and
help them to adapt the environment. Responsibility is to contribute in effective and productive
business environment which help them to increase their productivity or profitability. It is
important for the organization to conduct orientation program which is very helpful.
P2 Strengths and weaknesses of different recruitment and selection
Internal Recruitment: With the help of internal recruitment process manager of Tesco Plc
will hire existing employee regarding specific position. It will encourage the confidence of
existing workers in order to perform well to get the promotion and help them to adapt the
occupation faster. Internal recruitment have their own strength and weakness which is discussed
below:
Strength: It increases the employee retention rate which is very important for the
organisation to grow in the market. Along with this, it will reduce the cost of recruitment process
which is very costly for the business to bear all the time.
Weakness: This process used in limited area because not every individual eligible for the
other post. This process also reduces the confidence as well moral of other employees.
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External Recruitment: This method used to hire employees from outside of the
organization which help the manager of Tesco to identify highly skilled ot suitable candidate for
the effective performance. It will include the various methods such as job portals, campus visit,
website, walk in and social media. Human resource managers of the company use job portals to
recruit new employees. In this method staff members for vacant posts are hired from different
online sites. This method also has their own strengths and weaknesses which is discussed below:
Strength: It is cost effective method because it helps to save money by posting job adverts
online. It is an simple way to analyse candidates whether they are suitable for the specific role or
not.
Weakness: External recruitment is taking process because large number of candidates
applies for the single position and managers have to select best from all of them.
Selection Process: This process includes the selection of applicant who applies for the
vacant position. It includes online screening, interview, aptitude test, personality profiling etc.
Tesco used job portals for the selection of employees (Strengths and weaknesses of interview,
2018).
Strength: It will help the manager to select right candidate for the job which reduce the
time and it is cost effective process because they hire highly skilled candidate for the
organization.
Weakness: Sometimes employer miss the important information which is required to
measure which helps in determining weather it is good or bad for the Tesco Plc.
P3 Benefits of different HRM practices for employee and employer
There are various types of HRM practices which are beneficial for the Tesco to implement
in their organisations in order to achieve goals & objectives. It includes the attaining competitive
advantage and profit maximisation and it will be discussed below:
Compensation and rewards: It is comes under monetary benefits which helps in increasing
motivation and encourage employees to perform well to get various rewards and incentives. In
the Tesco Plc, employees are rewarded on the basis of their performance which is beneficial for
the organization and it will generate more productivity or profitability (Kramar, 2014).
Employer and employee relations: It is important for the organization to maintain their
employer and employee relation because it helps the business to achieve their goals & objectives
in order to increase their productivity or profitability. Manager of Tesco plc analyse all the issues
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which occurs among the workers and try to resolve the issues and it will further helps in
accomplishing their goals & objectives.
P4 Evaluation of effectiveness of HRM practices in terms of raising profit and productivity
There are various types of HRM practices which help the organisational to generate more
profits and increase productivity. Some of these followed by the Tesco plc.
Training and development: This practice helps the business to enhance their employees
skills and knowledge which required to perform their duty to achieve their goals & targets
(Popescu, Comanescu and Sabie, 2016). For example: employees of Tesco facing issues
regarding their job roles and where they are not able to perform effectively due to lack of
training. In this condition, HR manager of the company provide proper training & development
program which increase their efficiency or effectiveness. These training help the employee to
increase organizational productivity or profitability which further helps in achieving their goals
& objectives.
Conflict resolution: It is used by the organization to resolve conflicts among the
employees because it will affect the operational functions of the Tesco which automatically
affect the productivity or profitability. For example: in the Tesco Plc, employees have conflicts
regarding their compensation amounts which affect their employee’s performance as well as
their productivity (Purce, 2014). With the help of these HRM practices manager can resolve the
problems in effective way. Along with this, when all the issues resolved then workers work hard
and put their all efforts to accomplish their business goals & objectives for the successful
outcomes.
P5 Analysis of important of employee relations in respect to influencing HRM decision making
Tesco Plc use different approaches which provide the importance of having good relation
with employees and it will be discussed below:
Human relations approach of employee relation: manager of Tesco use this approach to
build effective relation with their employees whom helps in increasing their performance and it
will further helps in increasing productivity or profitability. Workers are the assets of the
company which provide beneficial and always generate profit for the business (Sikora and Ferris,
2014). This principle builds good relation among the employer or employee which fulfils the
need of each others. Effectiveness of this approach is to determine the point where it helps
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organisation to become employer of choice where employees loves to work with passion along
with positive team spirit.
Skill oriented job approach of employee engagement: In Tesco Plc, manager or
employees put their best efforts in order to achieve their organizational goals & objectives as per
their skills. It helps in increasing employee’s engagement rate and it will be done through
building interest in their task which involves high efforts. When employees are satisfied with
their work then it helps the organization o increase their productivity as well as profitability.
This approach analyse the concept where employers place employees on such jobs in which
they can work more productively. It will help the organisation to be employer of the choice
because workers does not leave such companies where they are equip in such activities that are
related to their field of interest (Storey, 2014). It will help the Tesco Plc to conduct flexible
working practices which allow their employees to work in flexible hours.
Above mention approaches are internal factors which affect the organization and manager’s
decision making process because employers have to take effective decisions according to the
situations that are affecting employee relation and engagement.
P6 Identification of the key elements of employment legislation and its impacts upon HRM
decision making
Government of all the countries implement certain types of laws for the organisations that
are operating business under it. For all the business entities it is very important to follow all of
them so that operational activities can be executed appropriately. Some of the legislation that
should be considered by Aston Martin are as follows:
National minimum wage act, 1998: According to this act all the organisations are required
to follow the pay scale which is set by the government. Under this act people over 25 years
should get 7.83 pound per hour, age group of 21 to 24 should get 7.38 pound per hour and age
group of 18 to 20 should get at least 5.90 pound per hour. This rule of government will affect
decision making of HRM because if the wages of labour are less then the decided criteria then
managers have to make changes in the decisions according to the legislation (National Minimum
wage act, 1998, 2016).
Human rights act, 1998: According to this act all the employees of the organisation have
right to be treated equally with fairness, dignity, and respect. It may affect decision making of
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human resource management of Aston Martin if the managers are not following it and not
treating the employees equally.
Employment relations act 1999: This act states that all the employers are required to
maintain good relations with its employees so that all the operations can be executed in
appropriate manner. If the managers of Aston Martin are not having good relations with its
employees then it may affect decision making of the human resource management because the
earlier taken decision will be required to be modified according to act.
P7 Application of HRM practices in a work related context
Job specification: It is a document which included some skills and basic condition which
required by the organization for the specific job profile. Tesco Company required candidate for
the post of marketing manager and it’s job specification are as follow:
Company Tesco Plc
Department Retailer Company
Job profile Marketing manager
Job location Edinburgh, UK
Experience 1.5 years
Job summary Tesco Plc is looking for marketing manager who can handle the
all marketing o promotional activities. Applicants should have
impressive knowledge regarding marketing and have creative
thinking process.
Skills required  Negotiable skills which required at the time of dealing
with customers.
 Creative ideas to promote their products in the market.
 Ability to handle pressure and conflicts in the work
place.
 Decision making skills.
Roles and responsibility  Handle large number of people in the shops.
 Build marketing and promotional strategies.
Curriculum Vitae: It is a specification of an individual which include the overall
information regarding individual’s skills, academic knowledge and experiences (Wright, 2018).
Name: John
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Address: Primrose hill, London, United Kingdom.
Contact number: 2316525698
Job Experience: 2 years working experience in the ASDA as a marketing manager.
Specialization:
 Specialization in digital marketing
 Good knowledge of marketing fundamentals
 Knowledge of visual art and creativity
Skills:
 Have ability to handle large team.
 Impressive marketing and promotional knowledge.
 Handle work pressure.
 Effective negotiation and communication skills.
Qualification:
 Masters business administration in marketing from Harvard university.
 BBA from Oxford University.
 Senior secondary from St. Mary School, London.
 Secondary from St. Mary school, London
Declaration: Hereby, Above mention all the information are correct which is provided by
myself.
Date: 12/06/2019
Place: United Kingdom
Interview Questions:
 Tell me about yourself?
 What is your academic qualification?
 What are the role and responsibility you play in your previous job?
 How would you determine market and how to satisfy customer?
Justification: Applied candidate selected for the role of marketing manager as per their
skills and other qualification (Wright, Coff and Moliterno, 2014).
Job Offer of Tesco Plc to John:
20th July 2019
Tesco Plc
Welwyn Garden City, England.
Dear,
Mr. John
We are glad to inform you that, you are selected for the post of Marketing manager in Tesco
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Plc. Your annual salary package will be around £3,80,000. We are looking forward to see you.
Thanks & Regards
Human Resource Manager
Tesco Plc.
CONCLUSION
From the above discussion it has been concluded that, human resource management
practices are important for the organization in order to increase their efficiency or effectiveness.
Different approaches used by the manager for the effective decision making regarding workforce
planning, recruitment, selection, training, development, performance management and reward
system. HRM practices such as compensation and rewards, employee and labour relations,
training and development, conflict resolution etc. used to enhance productivity as well as
profitability. There are various types of regulations that are imposed by the government and it is
mandatory to follow by the organization.
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REFERENCES
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