Importance of Employee Relations in HRM Decision Making

Human Resource
Management

Table of Contents
INTRODUTION........................................................................................................................3
TASK 1......................................................................................................................................3
P1. Purpose and functions of HRM, applicable to workforce planning and resourcing........3
P2. Strengths and weakness of different approaches to recruitment and selection................4
P3.Explain the benefits of different of HRM.........................................................................6
P4. Effectiveness of different HRM practices in terms of rising organisational profit..........7
P5. Analysing the importance of employee relation in respect to influencing HRM decision
- making.................................................................................................................................8
P6. Elements of employment legislation and the impact upon HR decision making:...........8
P7. Application of HRM practices in a work- related context...............................................9
CONCLUSION........................................................................................................................10
REFERENCE...........................................................................................................................11

INTRODUTION
Human resource management is a technique which is used by the management in its
organisation so that they can manage the people. It provides help to the manager so that it can
recruit and select best persons who can fulfil the demand of the corporate. In this report
chosen company is Tecso. It is a British Multinational groceries and retailer organisation in
United Kingdom. The aim of it is to attract, recruit and retain talented staffs so that they can
increase the efficiency and productivity in the business. It covers the various topics which are
as follows: Purpose and function of HRM in workforce planning and resourcing, strength and
weakness of different approaches in recruitment and selection, benefits and effectiveness of
different practices of human resource management, importance of employee relations in
respect of decision making. Apart from this it also discuss about application of HRM
practices in a work- related context.
TASK 1
P1. Purpose and functions of HRM, applicable to workforce planning and resourcing
Human resource management is essential for an organisation so that it can manage the
human in its business. It helps the company to achieve sustainable success and growth. It
includes recruiting, hiring, developing and managing employees in the company (Human
resource management. 2014). Purpose of HRM is to effectively manage the employees in the
corporation so that they help the organisation to work smoothly and it can accomplish its goal
and objectives. Tesco can use it in its business so that it can recruit and select best workers in
the company and it can fulfil its propose which is improve efficiency and achieve the targets.
Human resource management has various functions which can help the manager to hire
suitable candidates. These functions are as follows:
Recruitment: It is the first step to fulfil the process of vacancy, sources the appropriate
persons and create contact and manage the applications. Manager of Tesco can use this
function to recruit the best candidate.
Selection: It is the next process of selecting the desirable candidates who can fill the
unoccupied place in the company. HR manager of Tesco can use this process so that it can
choose better persons in its company who can fulfil the needs of it and it can accomplish its
objectives (Kim, 2012).
Payroll administration: It involves evaluating, managing and controlling the salaries which
is to be paid to the employees. Manager of Tesco can use it to analyse the monthly salaries
and manage the incentives of employees (Fine, 2012).
Employee motivation: It is the process which is used by the organisation to encourages its
employees do that they can work better. HR manager of Tesco can motivates the workers so
that they can do work effectively and efficiently and it helps the company to achieve its
objectives.

Workforce planning can help the organisation to manage the persons in the business
so that performance can be enhanced. There are various stages which can be followed by the
HR manager of Tesco so that it can effectively manage the human in the company. Stages of
workforce planning are as follows:
Auditing and current workforce:
It is necessary for the organisation to audit the current workforce in its business so
that it can evaluate the performance of employees.HR manager of Tesco can follow this stage
so that effective planning and strategy can be done to manage the persons in the company
(Jackson. and Jiang, 2014).
Analyse the future workforce in terms of both demand and supply of labour:
It is essential for the management of company to analyse the future demand and
supply of workers so that it can fulfil the organisation need. HR manager of Tesco can
evaluate the demand and supply of staffs in its company so that it does not face the problem
of shortage of the employees. It helps it do perform its operations smoothly.
Identifies the gaps:
It is essential for the organisation to identify the gaps so that it can fulfil it by
managing the employees. HR manager of Tesco can analyse it so that it can manage the
workforce as per the needs of company and as per the demand it can engaged the persons at
several job positions.
Resourcing is important for the organisation to recruit right candidates who can fulfil
the needs of organisation. It is difficult for the company to resource the appropriate right
persons who can adjust as per the demand of the company. It is a method in which manager
address the challenge, includes a set of interconnected activities that focus on the selection
and proper development of employees. It helps the organisation to achieve efficiency and
sustainable success.
P2. Strengths and weakness of different approaches to recruitment and selection
Recruitment
It is a process in which human resource manager of the company discover and hire the
talented persons for a vacant job position. There are two types of recruitment such as internal
and external. In internal recruitment management hire the people from its own organisation.
In external recruitment company find the candidates from outside or open market and it is
time consuming and costly process. It is done on the basis of needs of a job and it involves
attracting, screening, selecting and hiring the people. Tesco can recruitment the right persons
who can perform as per the requirements of it (Ellison and Boyd, 2013).
Selection: It is the process of selecting the more appropriate person in the company who can
fill the vacant job position. HR manger can choose those candidates who have ability to
perform as per the needs of organisation. There are various approaches of recruitment and