Significance of Employee Relations in HRM Decision Making

This article discusses the importance of employee relations in the decision-making process of HRM. It explores the impact of employment legislation on HRM decision-making and identifies the key elements of employment legislation. The article also highlights the significance of creating a positive work environment and adhering to laws and responsibilities.

HUMAN RESOURCE
MANAGEMENT
1

Table of Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
Purpose and Function of HRM...............................................................................................3
Strength and weaknesses of different approaches for recruitment and selection...................4
LO 2.................................................................................................................................................6
Benefits of different HRM practices on employer & employee's..........................................6
It is a factor in which different factors that are part of a workplace are mentioned below:...6
Evaluate effectiveness of HRM practises in organisational profit & productivity................8
LO 3.................................................................................................................................................9
significance of employee relations in decision making process of HRM..............................9
Identify the key elements of employment legislation and the impact it has upon HRM
decision-making...................................................................................................................10
LO 4...............................................................................................................................................11
Application of HRM practises in work related context........................................................11
JOB Offer Letter:...........................................................................................................................14
CONCLUSION:.............................................................................................................................16
REFERENCES..............................................................................................................................17
2

INTRODUCTION
Human resource in organisations are regarded as employees who are working in a
organisation and are focussing towards fulfilment of the functions related to human resources of
the organisation. Present report is based on TESCO that is a retail super market of UK dealing in
different house hold and grocery items (Glendon, Clarke and McKenna, 2016). Present report is
based on assesses of different roles and functions that are part of human resource management
along with the practises that includes the work force training, development, recruitment and
selection process. Further there is a analysis of the employment legislations so that there can be
analysis of the decision making process of human resource management.
LO 1
Purpose and Function of HRM
The main objective of human resource department of every organisation is to recruit and
hire talented workforce who can contribute towards organisation overall functioning. For this
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purpose of accomplishment all the associated takes there is need to perform all the roles in most
effective manner. Different associated functions in context of TESCO are mentioned below:
Recruitment and selection- It is the initial and most crucial function where the HR
manager posses the responsibility to hire and select individuals according to various vacant
positions in the organisations (Mosakowski, 2017). Such as in Human resource department of
TESCO recruitment process generally starts with occurring of various vacancies across different
levels in the organisation.
Training and development- In this function generally starts after there has been proper
recruitment and selection of individuals. In TESCO human resource manager has to function
towards organising of various seminars, offline classes and workshops so that there can be focus
towards improvement of skills of employees where they are lacking the areas to perform their
assigned roles (Cooke, Xiao. and Xiao, 2020).
Managing employee relation- Management of employee relation is another crucial
function in which organisation has to work towards creation of a positive environment at
workplace. It can be done by minimization of overall conflicting situations that might take place
in internally in the organisation and can affect the overall mind set of employees in TESCO
employees relations are maintained by encouraging of employees to focus towards reduction of
conflicting situations amongst employees that can lead towards maximisation of their
contribution towards assigned roles (Collings, Wood and Szamosi, 2018).
Purpose of human resource management
Staffing needs- It is the main objective of human resource management so that there can
be recruitment of a right employees at a right position according to their pre assigned job roles,
responsibilities, skills and qualification, it consist of different process of job duties. In TESCO
the human resource managers have to focus towards completion of the selection process with
proper fulfilled of staffing needs of organisation (Storey, 2014).
Performance appraisal- In this the human resource department has to function towards
appraisal ODF the performance of employees according to some achieved standards. HR
department of TESCO has to work towards managing of the employee performance.
Law compliance- There has to be focus on following of all the laws and legislations in
such a manner so that organization is able to timely deal with the challenges that can assist on
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sustaining in the market for longer time duration. In Context of TESCO HR executives have to
work towards protection of laws and responsibilities so that there can be creation of a healthy
working environment and all the safety and security measures are timely adhered (Cooke,
Schuler and Varna, 2020).
Strength and weaknesses of different approaches for recruitment and selection
There are different methods that are part of organisation are related to selection and
recruitment of employees all these are responsible for filling of vacancies by using any type of
external environment (John, and Taylor, 2016). Some of the approaches that can be
implemented by TESCO as part of internal method of recruitment are mentioned below:
Advantages of Internal Recruitments:
Accurate selection: Internal recruitment provides employees with more suitable traits as the
employer is aware of their skills beforehand and can form an accurate judgement.
Adaptability: Employees do not face challenges when it comes to adopting themselves in the
workplace atmosphere.
Motivation: Employees fell encouraged to intensify their labour and feel inspired to maximise
their capabilities when they are employed through internal recruitments.
Disadvantages of Internal Recruitments:
Limited choices: Fewer options without fresh qualities are available to the recruiter when
conducting internal recruitment.
Internal conflicts: Internal recruitment can increase the possibilities of conflicts within the
workplace.
External source of recruitment: This procedure is of filling vacant position available at a firm
can be accomplished by setting walk ins, on campus interviews or through various employment
bureaus. This procedure takes huge amount of time but introduces new skill-sets.
Advantages of external recruitment:
Efficient candidates: The large amount of candidates provides the managers chance to pick the
best and most capable recruits.
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Fresh abilities: The candidates available at external recruitments introduce the recruiters to
candidates with fresh unique and latest abilities.
Disadvantages of external recruitment:
High cost: The organisation has to invest huge sums of capital to conduct external recruitments.
Some of these investments include capital required for employee orientation.
Adaptability issues: Freshly employed recruits confront obstacles related to familiarising
themselves with new workplace atmosphere.
Selection
Selection is the process in which there has to be selection of a suitable candidate in the
organisation. There are different types of selection approaches that can be used in a organisation
according to present vacant position. In context of TESCO there is below mentioned approaches
that will be used to perform their assigned functions (Delery and Roumpi, 2017).
Interviews: In this process there has to be selection of a right candidate by direct interview that
is conducted to assess the present qualifications of a candidate.
Strength:
Time saving: it is one of the most effective methods that lead to saving of time as there is a
verbal communication that takes place between the employer and employee.
Weakness:
Biases of interviewer: Interview may be biased as they may select a incompetent candidate if the
interviewer is not being fair with the selection process.
LO 2
Benefits of different HRM practices on employer & employee's
Learning, development & training:
Job workplace design:
It is a factor in which different factors that are part of a workplace are mentioned below:
 Reward management: extrinsic and intrinsic rewards from work
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Intrinsic rewards it includes the personal growth, pleasure of accomplished of goals and
professional achievement that arises from within for a individual.
Extrinsic motivation it is based on the tangible rewards that are external to a individual.
 The link between motivational theory and reward
There are different types of reward system that can assist towards motivation of employees. T
here are various motivation theories in TESCO such as there is focus on Maslow motivation
theory where motivation is divided in five different stages to identify the present stage of
employee (Muhammad, 2018).
 Series of job design-job extension techniques:
There are different job design techniques that can be according to benefit for employer and
employees.
Benefit for employer: It is a technique where employees are divided in two basic categorise that
is employee groups and individual employees. In TESCO there is focus on use of job rotation
technique so that there can be diverse development of employees that can take place in the
organisation.
Benefit for employee: Employees can learn from different associated areas and not just focus on
one single area of working.
Flexible organisation:
Type of flexibility: There are different flexibility types such as functional flexibility is related to
higher level of skills that are part of the core activities in a organisation. Numerical flexibility is
part of the peripheral workforce and low skilled workers. Structural flexibility is method that is
part of capacity indication and responds to the external variability of macro environment
conditions,
Flexible working options:
Benefit for employer: Flexible working options can lead to higher flexibility at workplace that
will lead to easy management of employees by employers at TESCO.
Benefit for employee: Employees will be able to focus towards different job roles so that there
overall satisfaction and motivation level can be enhanced in terms of duration time and expertise.
Performance and reward:
Performance management will be used for making decisions related to appraisal polices and
rewards of employees. In TESCO there is application of management by objectives. Here,
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managers and employees are planning, organising and further making communication of
objectives in the specific appraisal period (Chaudhary, , 2020).
After setting of goals there is communication of objectives according to the particular time
period:
Benefit for employer: In TESCO there is focus on both financial and non financial rewards that
is better compensation and appraisal of performance. Non financial rewards include rewarding as
employee of month or some non monetary rewards.
Benefit for employee: Employees in TESCO are motivated that leads towards maximisation of
their contribution towards organisation.
Training and development:
Training is related to basic skills that are required essentially to perform the business activities.
In TESCO there is identification of performance gaps that can be filled with timely use of
training measures.
Types of training & evaluation of training:
There are different types of training measures such as lecture training, role playing, and case
studies methods. Training evaluation is a basic systematic process where there is analysis of the
overall efforts of management for different techniques of training that have been used in the
organisation.
Benefit for employer: In TESCO there is focus on advancement of knowledge and competence
of employees by use of on the job training so that they are properly able to perform their
assigned roles.
Benefit for employee: Training and development opportunities in TESCO leads toward
employee development where the overall morale is increased (Miebach, 2017).
Evaluate effectiveness of HRM practises in organisational profit & productivity
In every organisation there is a willingness to focus on achievement of competitive
advantage that can be done by focussing on the competent of their existing workforce. In TESCO
the main focus of HR practises is on management of employee performance for this there is
application of 360 degree feedback as mentioned below:
Self appraisal: in this element there is employee evaluation according to present level of
strength and weakness that is done by the Candidate himself.
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Subordinate appraisals: in this employees are judged based on their future communication
skills and motivation skills that lead to higher motivation for individuals (Baum, 2018).
Superior appraisals: In this there is review of performance by superiors in TESCO so that
further development of employee training programs is taking place according to specific
requirements of employees.
Peer appraisal: In this technique the view points of colleague and peers are taken to make a
analysis of the present performance level of employees.
Evaluation of HRM practices:
In TESCO Human resource practises are assisting the organisation in timely recruitment
of competent workforce and further planning of events according to compensatory policies so
that there can be further benefit planned according to expectation of employees.
LO 3
Significance of employee relations in decision making process of HRM
Employee relation refers to the relationship forged between employees their superiors,
and co-workers. This term captures both the practical and emotional aspects of employee and
employer relationship (Budhwarand Mellahi, , 2016). There are number of legislations enforced
by government authorities for the effective management of such relations. Organisations are
required by the law to follow these regulations so they can achieve successful employee relations
at the workplace. Several laws followed by the HRM division at TESCO are provided below: Health and safety law: This law entrusts the managers of various organisations to secure
the health and safety of their employees by creating a healthy and hygienic working
atmosphere. This law aims to safeguard both mental and physical well being of the
employees working in an enterprise (Wilton, 2016). Sometimes, machinery used by the
TESCO for efficient delivery and storage of their inventory may be a source of danger
for their employees. The management at the organisation should take the responsibility
to eliminate the possibility of any accident due to their equipments. It is the
responsibility of the management at the organisation to ensure mental wellness of their
employees by maintaining a relationship where they can easily communicate about
mental health.
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 Discrimination Act: This act was passed in the British parliament to reduce and
eliminate discriminatory practices from entering the British workplace. The key
objective of this law is to provide every citizen of UK workplace free of judgement on
the basis of race, gender, ethnicity or religion (Fei and Aun, 2019). This act is strictly
followed by the managers at TESCO and various policies are introduced at the company
which by design hold prejudiced managers or employees accountable for their wrongful
actions. Equality Law: This law states that every employee should be treated equally at the
workplace and given equal opportunities for growth and improvement. This law entails
the HRM division to provide all deserving and talented employees equal rewards for
their efficiency. Managers at the respective organisation provide capable employees
equal possibilities of growth and equal chances of improvement. They give all their
talented employees equal financial and non financial incentives so they work to their
maximum potential.
Identify the key elements of employment legislation and the impact it has upon HRM decision-
making.
Emphasis of employees relation in influencing process of decision-making
For the purpose of maintaining of healthy relationship in a organisation there is need to
focus on enhancing the overall productivity of the organisation (Renwick, , 2018). In context of
TESCO there is requirement to focus on maintaining of overall positive relations with employees
so that there can be development of positive relations between employer and employee as
mentioned below:
 Healthy relations are leading towards a fair treatment of every employee that lead
towards enhancement of productivity of employees. It is necessary that there is continuous interaction that is taking place between employer
and employees so that there is awareness related to business procedures, policies and
timely decision making.
Employee grievance redressed-:
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In every organisation management has to offer a secure and a safe working environment,
it includes timely incentive participation in the decision making process and fair treatment of
employees across all departments. If management is not able to fulfil any type of obligations then
it may lead to occurring of grievances. In TESCO there is a proper grievance redress al
department that is focussing on solving of all issues between employer and employee.
Employee engagement-:
It is a process where there has to be consideration of employee satisfaction that drives
employee performance. In TESCO there is encourage employee to provide timely feedbacks to
the management and employee engagement will leads towards developed of training programs so
that there can be enhancement of present base of knowledge of both employer and employee.
Discipline-:
Employer have to ensure that there is discipline in the organisation as every activity has
to take place according to strict guidelines that are set up by the Top management of TESCO
(Stewart and Brown, 2019).
Employee Stress:
In case of situation of stress faced by employees the human resource department of
TESCO is working towards helping their employees to work towards meting of their own
expectation with management of the overall work load with their personal commitments.
LO 4
Application of HRM practises in work related context
Human resource practises are applied in TESCO by consideration of different techniques
that are job description, job advertisement, person specification, interview questions that are sued
in the process of hiring and selection of employee. In present situation there is discussion of such
tool sin context of Tesco as mentioned below:
Job advertisement:
Job advertisement
HR manager required
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A HR manager is required in TESCO with specified skills and knowledge to achieve the
specific business goals.
Company:
TESCO is a British multinational retail having headquarters in London. Major specialisation of
product includes super market products, groceries, home products, clothing and food segment.
The position
HR manager is pre required for one vacant post with immediate hiring.
Location
4, XYZ street, London
Job description:
Job title- HR manager
Department- Human Resource
Responsible for- To perform all Human resource functions and assist HR head.
Job purpose- HR manager will be responsible for performing all the functions assigned by
superior authorities (Liu, Qingqing and Liu, 2020). There has to be management of overall
workforce for the assigned departments.
Duties and responsibilities:
 Development of selection and recruitment procedures.
 Scrutiny of applications
 Selection of a particular method of recruitment of employees.
 Selection of most eligible employee
Qualification:
Graduate
Post graduation with HR specialisation
Experience:
Worked as a HR manager for a minimum time period of one year.
Person specification
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Personal specification
Person Specification
 Post: HR
 Department: Human resource department
(A) : Application form, (I) : Interview, (R) : Role
Attributes Essential Desirable
Qualification & Experience  Post graduation &
HR specialisation
 More than one year of
experience in the field
of Human resource
management
 Short term Diploma
courses in managing
and leading of teams.
Skills or Abilities  Organisational skills
 Experience of one
year in HRM
 Interpersonal skills
 Software skills such as
excel, outlook etc.
 Experience of leading
teams
 Ability to lead and
manage all the teams
 Timely anticipation
of risk and formation
of risk management
measures
Interview:
Interview questions will be assisting in analysing a candidate based on a face to face
conversation that will take place between the interview and the prospective employee. It is a
effective method as it leads towards proper assessment of candidate by a direct conversation.
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Interview questions:
 Determine a situation where you have solved a conflicting situation in past in your
previous workplace?
 What can be some of your present skills that will assist our organization achievement of
the laid mission?
 Do you believe that you can be proving to be a long term asset for TESCO and how?
 What is the major work of a human resource manager in every organisation?
 Can you please describe one of the best leadership styles that can be adopted in future
team work management?
JOB Offer Letter:
It is the last step of the process of offering final offer to the candidate. In this there is selection of
the suitable candidate by sending them the offer letter after there is information about the
selection.
Job offer letter
Mr/Ms last name
Address
City, state Zip code
Dear Mr/Ms Last name
We are glad to inform you that you are selected for HR manager position. They have been
selected for the position of HR manager in TESCO. The salary offered you will be around 40 K.
Joining date will be 5 Jan, 2021.
Kindly revert on this mail regarding your acceptance of offer letter.
All the further details are enclosed with attachment in this mail.
HR department
TESCO
Signature....
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Date.....
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CONCLUSION:
By evaluation of the above report it has been analysed that Human resource management
is a primary function of an organisation and should be conducted efficiently. Efficient
implementation of HRM helps in construction of positive working atmosphere. This report
mentions the vital importance of HRM methods in enhancement of overall employee output and
construction of positive employee relations. It helps the managers in formation of plans and
policies for various functions such as recruitment, training and development to successfully
generate employees for future. This report includes several pieces of legislation which help
improve the quality of workplace and employee productivity. It is examined that HRM has a
major role to play in increasing employee engagement and satisfaction. It can be determined that
human resource management improves and enhances the employee productivity.
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