Human Resource Management

This report discusses the purpose and functions of HRM, strengths and weaknesses of recruitment and selection, benefits of HRM practices, employee relations, and employment legislation impact on HRM decision-making. It includes a case study of TESCO and evaluates the effectiveness of different HRM practices. The subject is Human Resource Management and the course code is not mentioned. The college/university is not mentioned.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Human Resource Management can be defined as planning, controlling, development, directing,
integration and HR is separated for achieving the individual, social and organisational objectives.
The report is about the Human resource management of TESCO. The report discusses the
purpose and functions of HRM that is applicable to the workforce resourcing and planning of the
firm. The strengths and approaches for the recruitment and selection are discussed for the
different approaches. The benefit for the employer as well as the employee is discussed for
different practises of HRM in the organisation. The effectiveness of the different HRM practices
is also discussed. The employee relations are discussed that influence the HRM decision making.
The employment legislation and application of HRM practices are discussed.
MAIN BODY
Purpose and the functions of HRM, applicable to workforce planning and resourcing an
organisation
Define HRM
According to Edwin B. Flippo, HRM can be defined as planning, controlling,
development, directing, integration and HR is separated for achieving the individual, social and
organisational objectives. According to R.Wayne Mondy, HRM is the systematic process for
combining the internal and external supplies of the candidates that is required by the company
(Bos-Nehles and Bondarouk, 2017).
Features of HRM
It is decision oriented, focus on the needs as well as the aspirations of the individuals,
oriented with development and growth, employee oriented, strategic implication, support
functions and binding force of the organisation.
Purpose of HRM
The HRM view the employees as assets of the organisation as well as the internal
customer and thus it work for the job satisfaction along with employee effectiveness and
efficiency. The internal sources are concentrated by the HRM for the competitive advantage. The
culture and structure of the organisation is adapted after communicating with the employees. The
HRM leads the life cycle of employees from hiring the right employees to providing the reviews

of the performances, employee development and processing the firing. HRM manage the
appraisals and administer payroll.
Functions of HRM
The HRM plan the human resources that help in the shaping the recruitment, executions
and learning by deciding the future needs of the organisation. It recruits the best employees for
the organisation. It provides the employees with the resources for giving the best performance
and hence manages the performance. It involves in the learning and development for building the
skills of the employees (Ahammad, 2017). It provides guidance to the employees for the career
planning. It appreciates the employees for their work by rewarding and recognising.
Company based discussion
HRM helps in the hiring and the training of the workforce. Conflict management is
responsibility of the HRM. It helps build values and culture in the organisation. It also helps in
the development of good relations. The HRM practices involve the continuous professional
development, recruitment, appraisals and training for the providing the best performance.
M1 Purpose and functions of HRM
There are different functions which a human resource manager performs are, recruitment and
selection, training and development, decide payroll of employees. They are responsible for
handling all the issues in the organisation. They are recruiting and selecting best candidate for
the company. Providing training and development programs to employees, deciding payroll of
employees and evaluate performance of workers. Rewards are given to employees on the basis of
performance. They are responsible for management of performance, learning and development,
compensation and benefits, human resource information system, HR data and analytics.
Strengths and weaknesses of different approaches to recruitment and selection
Define recruitment and selection
The process for identifying as well as making the best suited candidates to apply for the
job is called recruitment. The process of picking the right candidates for the job role in the vacant
positions is called the selection process.
Draw a process of recruitment and selection

Recruitment process involves: recruitment planning where the vacant positions are described
and analysed, strategy development where the strategy for hiring the resources is prepared,
searching where the candidates are sourced for the job requirement, screening where the
applications of the candidates are filtered and evaluation and control where the validity and
effectiveness of the process of the method is assessed (Sutphin, 2017).
Selection process includes: the selected candidates are screened, then the interview is placed, in
the assessment the candidates are further picked according to the suitability of the job, references
are check for clearing the doubts of the candidates about the expectations, decision is made for
choosing the candidate and at last the job offer is given to the candidate.
Explain the strengths and weaknesses of different approaches to recruitment and selection
Internal recruitment is giving the promotion in to the internal employees. The approach is cost-
effective and boosts the morale of employees. It help in retaining the talent plus reduce the
turnover, the workforce feel motivated and work hard. This approach can limit the potential
candidate number; miss out on the external candidate’s fresh perspective and ideas.
External recruitment eliminates the problems with the internal recruitment but is expensive as
well as time consuming (Krylov and et.al, 2019). It may not be useful for identifying the right
people.
Selection process varies with the organisations. Interview can be biased and may not give
the quantifiable insight. Pre-employment testing in the other hand helps in assessing the skills
and how the candidate will fit in the company. The tests are reliable and objective. The test may
not provide the whole picture, candidates may not be honest and test may be ambiguous.
Which approach is best for the company
TESCO should be using the pre-employment test along with the face-to-face interviews,
collaborative hiring, group interviews and combination of other methods for finding the right
interviews.
M2 strength and weakness of different approaches
There are different approaches of recruitment and selection process which can be applied by
company. It is important to apply some techniques so that recruitment and selection process can
be done in systematic way. Strength of recruitment and selection approach is that it helps in
selecting best candidate for the company. It is essential to apply some approaches so that it is

easy for managers to recruit best person. This will help in choosing appropriate candidate for the
organisation.
Benefits of different HRM practices within an organisation for both the employer and
employee
Introduction
The HRM practices are the set of human resource management processes and the actions
in the organisation that work universally. The HR has to focus on the needs of employees as well
as organisation by aligning the policies with the business strategy. The set of HR practice allows
the reach the competitive advantage regardless of the setting of the industry.
Best practice of HRM
 Security is made available for the employees.
 The hiring is made selective or hiring the best people for the job.
 Making effective teams that are self-managed.
 Compensation is based on the performance and fairness in the work.
 The relevant skills are developed by training.
 Egalitarian and flat organisation is created. The information is made accessible to the ones in need of it.
Benefits of HRM for employees and organisations
The HRM is beneficial for the organisation as they recruit the best candidates for the
organization. For example, in the first stage HRM use pre-employment platforms for the
selection process for quickly examining and defining the best resumes (Ahammad, 2017). The
employees are benefited as the HRM create favourable working conditions for the employees.
For example, creating cosy and pleasant workplace by placing furniture that is comfortable.
Organizing leisure area for having short breaks. The HR research for the market rates before
hiring the employees for the compensation benefits. The first impression of the employee is
important for the organisation and this is managed by the HRM. This is done by creating a team
that can help the new candidate to adjust and build trust.
There is stronger on boarding of employees through the best HRM practice. There is also
improvement in employee retention. Along with this, the HRM benefits for employees and the

organization also includes saving time and energy at large scale. There are less compliance
issues being faced by the employees within the organization.
The employer takes concern of the internal and external business activities which are
important for knowing the best within the market through the performance at large scale.
Evaluate the effectiveness of different HRM practices
Draw a chat to show the 10C’s of HRM / Evaluate the effectiveness of different HRM practices
Collaborates of TESCO- It works with wide variety of workers and success depends on
the relationship with the strategic partners and suppliers. TESCO delay the payment of the
suppliers for boosting their own profits and demand for cutting the prices to the supplier for
getting supermarket budget really low.
Customers- the HR practises make the customers centre of everything and deliver the best
service experience to the customers. This is done by communicating frequently with the
customers (Irfan and et.al, 2020). As a gesture of appreciation the company sends Clubcard
vouchers, still the customer satisfaction levels are low.
Competitors- the company has implemented number of strategies for the facing the competition
from Sainsbury’s, ASDA, Aldi, Lidl and Co-op. It is done by matching the price of Aldi. The
company is faced by the challenge again by Penny Market, Carrefour, SPAR, CBA and Walmart.
TESCO’s climate- the macro factors impact on the operation of the company in number of ways.
The HR practises enables to sell the branded products as well as own products and help in
meeting the needs of the customers.
Suggest how to develop your HRM practices
The HRM practices can be evaluated with the help of HR Value Chain Model which is
described as below –
Efficiency – The efficiency of Tesco is analyzed and evaluated with the help of activities and
processes which are taken into consideration which includes recruitment and selection, talent
management practices, benefits and compensation organizational relationships etc (Hensen and
et.al., 2020).
Effectiveness – Effectiveness consist of the outcomes which are being considered for knowing
more about the Tesco company that includes performance, employee engagement, competency
levels of the employees etc.

Impact – Impacts are evaluated through organizational objectives which inculcates the profits,
turnover, productivity and customer satisfaction for the Tesco along with the moral values and
fairness which Tesco has towards the employees and customers.
Other best practices of HRM within an organization are as follows –
 Mission and goals for the organization is the best practice which is being practiced at
Tesco.
 Measuring the effects of the programs is also analyzed and evaluated by the HRM of
Tesco (Rosedi and et.al., 2018).
 Future and talent leadership practices are being followed within Tesco so that the
employees are hired on that basis.
 Motivational programs should be conducted for the employees so that they perform
effectively and efficiently.

Analysing the importance of employee relations in respect to influencing HRM decision-making
Define employee relation
The employee relation is the industrial relation with the employee and the employer that
is concerned with the emotional, physical, contractual and practical relationships (Samwel,
2018).
Key dimensions of the employee relation
The five key dimensions of the employee relation are:
Effective employee communication- it consists of two types downward and upwards. The
communication starting from the manage to the employees are called the downward
communication. The communicative starting from the employees to the manager is called the
downward communication.
Employee counselling – the discussion or the counsellor of the employee for coping up with the
issues is called counselling. EAP (Employee Assistance problem Program) the program help in
seeking the work-related a well as personal problem.
Employee discipline – the actions taken by the management for compliance the standards at the
workplace. The actions involve discipline like preventative discipline, corrective discipline,
restrictions on discipline, progressive discipline and positive discipline for mitigating different
problems.
Employee rights- the right of the employee involve right to privacy for collecting the job related
information, and they can be monitoring the communication and activities as party of job as well
as right to fair treatment for working in a safe environment without being harassed (Arnold,
2017).
Employee involvement- the employee relations provide the self-directed work teams, highly
involved work practices for increasing the performance of the employee. The employee-self
service is implemented for the reduced administrated work.
Analysis the importance of employee relations (Internal and external factors) in respect to
influencing HRM decision-making
Employee relations are very important in the decision-making for the HRM. The
management can make decisions according to the employee engagement thus the HRM ca
contribute in the decision-making. The employee satisfactions is important for the workplace and
influence the decision-making. The productivity of employee influence the decision-making

along with the employee retention that is a big problem in the firms. The employee advocacy
needed to b achieved in the firm and that impact the decision-making of HRM.
Identify the key elements of employment legislation and the impact it has upon HRM
decision-making
A brief introduction / Employment legislation
The body of law, precedents, administration that is addressing the relationship between
the labour organization, employees and employers that deal with the public law issues frequently
is called the employment legislation (Hinton et.al, 2019).
Point out the key elements of employment legislation

The key elements are:
Equal employment opportunity for the employees seeking for the job.
Better work environment by preventing the sexual harassment in the work environment.
Actions that are favouring every employee.
The remuneration as well wages for the employees working.
Comfortable working conditions for the workers.
Safety, health, security and welfare of the employees.
Industrial relationships as well as the trade unions.
Fixing the working time regulations.
Explain the elements of employment legislation and its impact upon the HRM decision-making
The above discussed elements of the employee legislation have their varying impact on
the decision-making process of HRM as they are managing the job a well as whole business. The
regulation need to be met by the HTM practises for nature of work as well as the safety
assessment or else they are penalized (Mohammed and Quddus, 2019). The regulations are set
for protecting the employees from the injustice and discrimination. Thus, the HRM need to make
the procedures and strategies according to the organizational management that are clear. The
employment regulation for the employees decide the wage, alternative wage and benefit plan for
the employees along with scheduling the time to make sure that the justice is reflected by the HR
votes. The regulations have their impact on the overall workplace for the social security policies,
essence of the job as well as the laws that are based on the circumstances of the job. Thus, the
HRM have to consider the laws and regulations for the employees so eliminate the issues and
penalties on the organization.
M3 Different methods in HRM practices
There are different methods in HRM practices such as, provide safe, healthy and happy
workplace. Providing security to employees so that they can work efficiently, human resource
manager is responsible for hiring the best candidate for organisation, provide training sessions to
employees so that they can work efficiently. They are evaluating performance of employees and
giving rewards to workers. They should apply 360-degree performance feedback system in
which feedback is taken from all employees working in an organisation. Human resource
management practice involve fair evaluation system.

M4 Key aspects of employee relation
Some key aspects of employee relation management are, equality, effective and open
communication, good relationship effective relationship, motivate employees so that they can
work efficiently. Managers should maintain equality among employees and there should be no
discrimination among workers. All should get equal opportunity and there should be no
discrimination on the basis of gender, caste, income. It is important to maintain positive
environment in organisation. There must be effective communication among employees and
motivate workers to work efficiently. This should be good relationship between employer a d
employee.
M5 Rational for application of HRM practices
There is a format for application of HRM practices which can be applied to recruit and select
best candidate for the organisation. It is important to select best candidate for company who can
work efficiently and there will be no problem. In application form, qualities and skills which is
required for the job position is mentioned and qualification which is needed. All the details are
mentioned and candidate should fill for after reading all details. It is beneficial for candidates as
they get good opportunities if advertisements are given. Candidates from different places can fill
the form and it will help in selecting best candidate for company. For every organisation it is
crucial to recruit appropriate candidate for organisation so that goals can be achieved.
Illustrate the application of HRM practices in a work-related context, using specific
examples
HR Approach Pre-employment test along with face-to-face interviews
for the selection process.
Advertise the jo9b vacancies through newspaper,
interviews are done on the telephones for short-listing
(Hameed and et.al, 2020).
(Introduction) TESCO is multinational retail company that is
headquartered in the Welwyn Garden City, England.
Draw a chart to show the HR process The image is provided below the table.
Job Advertisement Image of a job Advertisement is given below.
Job description The main features of the specific job is given in the job

description, the duties and responsibilities are discussed.
For example, job description for HR executive :
Responsibilities-
 Implement the procedures for the performance
review.
 Making the fair HR policies (Merga and
Ferguson, 2021).
 Making packages and compensation for the
benefit.
Job brief- HR executive post in for the learning,
development, performance and recruiting processes.
Person Specification The description of the experience, attributes, skills and
knowledge is Person Specification. For example, person
specification for the HR executive:
Requirement-
 4 years experience as an HR executive post.
 Communication skills.
 Masters in the HRM or relevant field.
 Knowledge about the labour legislation.
Recruitment process The internal talent plans is looked for the vacancy. The
firm also advertise in the post internally by the intranet
for two weeks. The external vacancies are posted through
the website of TESCO.
Selection Process
- The company look for the CV of the candidate for
short-listing process and the person specification
is matched with vacant job description.
- The interview and the pre-elementary test are
done (Rozario, Venkatraman and Abbas, 2019).
Training & development The basic skills are taught to the current as well as the
existing employees. The firm provide with the intense
trainings for the employees. The future as well as the
current performance at the firm is managed by increasing
the skills, changing of the attitude and knowledge.
Performance appraisal The multidimensional performance appraisal method that
utilizes the feedback collected from the circle of
employees is called the 360-Degree Feedback. The
feedback from the managers, peer groups and direct
reports are used. The method help in analysing the
performance by the competence of the individual.

Other benefits Maternity pay, sick pay as well as holiday pay. Provide
with annual colleague bonus plan.
Other HR legislations Collaboration, empathy, responsiveness, innovation and
resilience are the skills for the leaders to acquire.
Retirement or termination process The employee can get the benefits of the pension plan by
contacting the pension team directly and use the details
of the pension.
Job Offer With the help of job advertisement, job offer is also
provided for the individuals who are in need.
Job Offer Letter –
Dear XYZ,
We are pleased to offer you the position of HR executive in Tesco. We feel that you will
contribute your best as per your skills and knowledge and will contribute to the growth of the
organization.
Please confirm your acceptance by signing this offer letter.
We look forward for your coming on board.

Sincerely,
HR Team
M5 Rationale for the application of specific HRM practices in work related context
Tesco follows an individual model and HRM practice which helps in analyzing the
different perspective of the worker within the organization helping in attaining the targets and
goals which are being set. More skilled workers are being employed within the HRM
management practice of Tesco. Rationale of this practice is that Tesco appoints the potential
worker for the right position.
D3 Evaluate employee relations and application of HRM practices that influence decision –
making within organization
Tesco implements a decision which helps in creating and framing of the positive relationship
between the employer and the employee. The HRM of Tesco is responsible for taking the actions
which are to be considered important and with the help of that all the possible factors are also
taken into consideration which are analyzed as how effective and efficient the HRM practices
are. The HRM practices are applied for recruitment, selection, training, development and various
other programs which are being undertaken in the process while taking decisions within Tesco.

CONCLUSION
It is concluded from the report that the features in HRM are decision oriented, focus on
the needs as well as the aspirations of the individuals, oriented with development and growth,
employee oriented, strategic implication, support functions and binding force of the organization.
The selection and recruitment is process for identifying as well as making the best suited
candidates to apply for the job and process of picking the right candidates for the job role in the
vacant positions. The best practices of HRM are discussed. The key dimensions of the employee
relation are discussed.

REFERENCES
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Hameed and et.al, 2020. Do green HRM practices influence employees' environmental
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