Importance of HRM Practices in Organizational Profit and Productivity

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
P1 Purpose and the functions of HRM, applicable to workforce planning and resourcing an
organisation.................................................................................................................................3
P2 Strengths and weaknesses of different approaches to recruitment and selection..................4
P3 Benefits of different HRM practices within an organisation for both the employer and
employee.....................................................................................................................................6
P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity.................................................................................................................................7
P5 Importance of employee relations in respect to influencing HRM decision- making...........8
P6 Employment legislation and the impact it has upon HRM decision- making.......................9
P7. Application of HRM practices in TESCO..........................................................................10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Human Resource Management is termed as a process in which HRM department within an
organisation engage in the procedure of maintaining workforce performance by undertaking
different actions like recruitment, selection, training, motivation and more. This mainly aims
towards enhancing day to day performance of employees to fulfil corporate objective and goals
with great efficiency (Alomari, 2020). This report has been based on Tesco, entity operate their
business functions as a multinational organisation without having its headquartered in England
United Kingdom, by offering high quality product and services company effectively satisfy
consumer needs and demands. Present report includes discussions on purpose and scope of HRM
in addition with employee relation effectiveness and employee engagement. Along with this
report include employee legislations, job description, preparatory notes, job offer letter and CV.
P1 Purpose and the functions of HRM, applicable to workforce planning and resourcing an
organisation
Different types of function that has been taken by HR department that are applicable to
workforce planning and resources of an organisation. Functions and purpose this unit engage in
this is selection, recruitment, training and hiring of candidates through which they can effectively
manage workforce with an organisation that enhance overall productivity and profitability of
entity.
WORKFORCE PLANNING
Workforce planning defines as a procedure in which activities related to identifying need
and priority of employees required in every department within an organisation (Meyers, Paauwe
and Dries, 2020). This approach is being undertaken by Company HR manager, in this they
recruit and select potential and effectual candidates to fulfil company job requirement as to
enhance workforce strength through which profitability of entity can be significantly maximized:
PURPOSES OF HRM
 Main purpose of HRM is to make sure that employees in entity is conducting their
activities and functions in safe and secure worplace environment.
 The most important purpose of HRM is to offer adequate supervision and efficient
guidance to each and every workers and work force of company as to enhance that
motivation towards accomplishment of entity goals and objectives.
3

FUNCTIONS OF HRM
Tesco HRM function is differentiated into three categories that include Cooperative
managerial and advisory
Operative Functions:
It is one of the most difficult as well as challenging function that Company HR manager
is undertaken in HRM department, as in this execution of this function require maximum number
of resources to conduct operative functions. HRM department is mainly engaged in the operation
of recruiting competitive candidates and selecting them for various job positions in entity. Along
with this in this function HR manager also engage in the function of providing proper training
and orientation to employees in order to enhance skill knowledge and compatibility of
employees with company operations. Further it has been evaluated that operating function also
includes conducting performance evaluation by HR manager to maximize employee’s
knowledge.
Managerial Functions:
This function is mainly associated with number of functions, within this HR manager is
required to develop policies as well as plans in order to align employee’s activities with entity
objectives. In this function HR manager is having most important responsibility to develop
positive workplace environment and structure through which they can provide formative
direction to employees as to align their behavioural conduct with company goals. Lastly in this
function, HR manager undertake controlling activities as to make sure that laid down plan is
executing with appropriate standards.
Advisory Functions:
Advisory function is having responsibilities to offer accurate and effective advices to
company top management related to development of plans and policies. Further this has been
evaluated that this department hold one of the most important responsibilities in which they are
required to effectively evaluated all the situations and offer advices in an accurate manner. With
the assistance of this organisation can significantly increase there performance ability in a well
defined and effective manner.
P2 Strengths and weaknesses of different approaches to recruitment and selection.
SOURCES OF RECRUITMENT
4