This assignment analyzes the application of Human Resource Management (HRM) practices within Tesco. It examines relevant laws and legislation impacting HRM, and proposes effective HRM strategies to ensure good working conditions, a highly skilled workforce, and ultimately contribute to Tesco's success.
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Human resource management Table of Contents
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INTRODUCTION...........................................................................................................................1 TASK 1............................................................................................................................................1 P1. Explain purpose and functions of HRM for effective workforce.....................................1 P2 Explain the strengths and weaknesses of recruitment and selection process....................3 Task 2...............................................................................................................................................5 P3 Explain benefits for employee and employer from HRM practices..................................5 P4 Evaluate the role of HRM practices for raising profits and efficiency of an organisation6 Task 3...............................................................................................................................................7 P5 Identify the importance that influence the HRM decision-making in employee relations7 P6 Identify employment legislations elements and their impact decision-making of HRM.8 Task 4...............................................................................................................................................9 P7 Illustrate HRM practices application in work related context...........................................9 CONCLUSION..............................................................................................................................11 REFERENCES..............................................................................................................................12
INTRODUCTION Human resource management (HRM) is generally concerned with management of people within organisation and focus on policies or system.In this defined various processesincluding recruitment and selection, motivations, training and development, remunerationetc. It helps in enhancingknowledge and skills of employees for effective workforce byutilisingappropriate manpower or human resources. Its main objective is to attract new talent and retain key personnelto achieve company's goal and objectives(Anderson, 2013).This assignmentis based on Tescocompany thatismultinational merchandise retailer in the UK.It will define human resource management functions which are applied on the workers within firm.This will also helps to know about strengths and weaknesses of recruitment and selection approaches.Apart from these,benefits of HR practices for the employer and employees also discussed.This assignment will describe about the HRM activitiesand support in identifying key elements that affect the decision making for human resources. TASK 1 P1.Explain purpose and functions of HRM for effective workforce HRM is an important aspects in Tesco company whichincludes several process in which recruit and train to the person and develop their skills or knowledge for effective organisation. Some major task including the planning, developingand designing any programmes as well as policiesto utilise available human resources within firm. It generally focuses on maintaining relationship with people for better workforce which helps in achieving the organisation’s goals and targets. Objectivesof HRM Proper utilisation of manpower or human resources Building and maintaining healthy relationship in between members and organisation Focusing on individual’s development Developmentofeachemployeeforachievingdesiredgoalsandobjectivesofan organisation Functions in human resource management 1
various functions are performed in HRMwhich are applied on workers in Tesco (Aswathappa, 2013). Its main purpose is to identify and enhance worker's skills, knowledge and abilities to attain the business goals and targets in an effective manner. There are some major functions such as: Human resource planning:It is an important function of HRMas in this includes research process in which data or information gather that shows the number of employees which are required within organisation for accomplishing company's goals properly (Brewster and Hegewisch, 2017).In such activity,various strategies can be developed for effective staffing and managing of people. Identify job opportunity:The functionhelps in identifying jobsthat are requires for fulfilling on time. In this process involves as recruitment of skilled, knowledgeable and experienced holder persons which are required to complete task.HR manager make or prepare a job description that is a statement which describe about duties and activities of a employee.So, it helps in hiring the best and talented candidates as per the job requirements. Staffing:This function describe as the process of recruitment and selections for fulfilling the vacancy within the firm.It identifies suitable candidates for the job position. Recruitment is an activity in which qualified persons can be attracted whereas selection is related to choose the most suitable candidates and reject others who are not appropriate. Orientation:In this function, newly appointed persons introduce and meet with old employees as it helps them to adjust with thenew working environment. It is best method in 2 Illustration1: HRM functions source: Human Resource Management Functions 2018
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which manager provides information to the employees regardingtheir pay role system, benefits, perks, commissions, working hours, rules and regulations of an organisation. Learning sessions:It concernwith employee’s development as it supports in enhancing the skills, knowledge and abilities of employees for achieving particular tasks and objectives (Cascio and Boudreau, 2010). It includes organising training and development programmes for increasing the work productivity and personal growth of workers. Performance appraisal:This HRM function is related to monitorregarding employee's performance by using appraisal methods. It helps to identify any barriers or inefficiencies in their task performance and take actions for resolving such kinds of issues with motivating employees to do work hard for improving their performance. Compensate:It consider the pay roll system and remunerationof workersas in this determine hope much to paid for specific job. Human resource department always try to generate high performance so they have to pay for this to the employees as it is a cost for company. P2Explain the strengths and weaknesses of recruitment and selection process Recruitmentdefines the process to attracts freshtalented people with higherskills and abilitiesabout particular work (Chelladurai and Kerwin, 2017). Tesco generally hires its employees by using various methods and procedures which helps in judging their ability and attitudes towards works. There are some techniques which used in this process such as: Internal recruitment:In this method, existing employees can be recruit for fulfilling vacant positions within the firm. It is common method that adopted by various companies as in this includes promotions, denotions, job rotations etc. here are some strengths and weaknesses of recruitment such as: Strengths- this method is cost effective and there is no need for spending money on advertisement to attract outside candidates. It helps in identifying suitable employee for specific jobas company know to their people whom they are going to hire. Itretain key personnels for future time period. Weaknesses: It can lead conflicts amongworkers as they feelsdemotivated due to getting promotions.It prevent to get fresh talent and ideas within organisation. 3
External recruitment:In this process, company hire candidates from outside. As it involves offering job opening to the people and they give their applications to get specific job (CHUANG and Liao, 2010).Here aresomeAdvantages and disadvantage of external recruitment process such as: Strengths- ï‚·it helps in hiring new or talented candidates fromexternal environment who will help to give good ideas or share new innovative things that benefit for the company. ï‚·It supportin motivating employees for doing their work in effective manner which helps in getting promotions. Weaknesses- ï‚·It is time consuming activitybecause several procedure have to follow in this. ï‚·It can beexpensivefor the company as it requireshuge amount for investment in recruitment activity.ï‚·Training and development programmes requires when hiring new persons so it will be increase cost for firm. Selections:In this process, employee's resumes and CV are deeply analysed for understanding the level of their skills and capabilities. Strengths: ï‚·This method support in understanding the abilities of candidates. ï‚·It helps in getting background information about employees. Weaknesses: ï‚·It can be costly as well as expenses can be arise during selection process.ï‚·It consume more time. Interview-This techniquehelps ininteracting personally between employer and candidatestake position (Daley, 2012). Interviewer triesto identify and analyse job seeker's skills, knowledges and abilities through several questions. Strengths: ï‚·Itsupport to meet with all candidates personally that identifytheir knowledge and confidence level. Weakness: 4
ï‚·In this method, there are no written records for interview and it is time consuming process. Group discussion-This method is also helpful as in this,some topics are given to the candidates and they have to discuss regarding itwith in a particular team (Fulton, 2011). So it is the best methodwhich helps in finding the best candidate by observing their communication skills and knowledge. Strengths: ï‚·It is helpful to choose best person and eliminate unsuitable candidates because it provide information about their skills and knowledges. Weaknesses: ï‚·It can create conflicts during group discussion as sometimes participants becomes dominant and aggressivewhile discussing about topic. Task 2 P3Explain benefits for employee and employer from HRM practices There are various benefits for every people, who are working within the firm as human resource management includes various practices which brings benefits for overall organisation. In this includes several policies and strategies that requires for improving performance of workplace as well as manage workforce (Glendon and Clarke, 2016). So it is very useful for both as employee and employer in Tesco company. Benefit to employer Promote positive behaviour:It is very important for every organisation that to have a positive environment for effective working place so it can be done through HRM practices because it helps in providing motivations, workplace satisfactions and various benefits to employees. Employer is responsible for maintaining positive behaviour in the company for increasing work productivity. Developing employees:It is another benefits for the organisation because HRM practice develop theworkers through encourage them for hard work. It alsoinvolves training and developmentprogrammes which offers to the workers for enhancing their knowledges and skills for achieving competitive advantages by higher performance. 5
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Dynamic workplace:Practices of HRM arevery helpful in building effective and flexible working environment by designing appropriate workplace,conditions, schedules, report, teams and communication format. It bringhigh efficiency levelwith in firm. Benefits to employees- Motivate to employees:HRMpractices aresupportive forproviding motivationto workers as some activities are thereto meet personal needs andpeople desires and motivate them for performing ineffectiveway (Guest, 2011). So it enhancethe standards of performance which is beneficial for future growth. Learning:Theseaspectsalsoinvolvelearningsessionsforenhancingemployee's knowledge and skills which helps in achieving particular task and goals. Measuring the performance:in thisincludes regular measurement of performance that helps in maintaining efficiency of workforce. It also support inincreasing work productivity by their performance level and make them for working had. P4 Evaluate the role of HRM practices for raising profits and efficiency of an organisation HR management play vital rolein making organisation successful. It support in achieving short term as well as long term goals and objectives of Tesco company. So this process generally for people management for make them more efficient to contribute in business success (Knowles and Holton, 2014). There are various benefits of HRM practices for effective organisation such as: Skilled staffs-HR management is generally focus on hiring highly skilled people for an organisation that helps in making good working conditions and healthy environment so it bring talented persons in the company. Performance appraisal-In this method, manager ensure about the performance of employees by measurement which helps in analysing deficiencies in their work and identify training needs assessment. Result of this method is improved efficiency of the company and it will support in generating revenue. Conflicts resolution-It is important aspect for every business organisation so HRM practices support in avoiding chances of conflicts and make positive environment at work place where workers will will complete their task in integrity. This factor is based on coordination that helps in maintaining relations with employees which results in better outcomes from various department of the company. 6
Maintain goodwill-HR practices helps in creating good market image of an organisation as it attracts many new talented people and encourage them to come and join this firm (Marchington, 2016). It also attract investors for investment by making good image of the company among competitors. Reduce employees turnover-HR practice support to retain existing customers for long time period and it can be done by providing maximum satisfaction level to the employees at workplace. High employee turnover can be increase more costs for the firm so it helps in reducing these cost through effective practices. Therefore, human resource management practices are very beneficial for an organisation that contributes in generating profits and improve efficiency within Tesco plc. Task 3 P5 Identify the importance that influence the HRM decision-making in employee relations Relations of employee can bebuild through effective bonding between employees and employers. In every organisation, it is required to have strong relationship among people as it support to develop strengths for dealing with variousissue thatmay risewithin the firm. Human resource management generally focus on managing proper coordination and cooperation among people(Meredith,2011).Thesefactorshelpstomakeanykingofdecisionsregarding organisation and human resource and managers also ensure about organising training and development programs for employees that support in achieving goals and objectives. It must requires to maintain better relations among people as because it helps in reducing the chances of conflicts that can create barriers in obtaining such goals and objectives and these issues directly affects on the profitability of workers because their focus on shifts for these things. To make positive working environment, healthy relations required as well as maintain harmony among employees. Thereare several strategiesthat Tesco company generally usefor managing employee relations. Provide rewards-This support to maintain good relations with employees as Tesco company manage their team workforce and employee relations by providing incentives and rewards forgood work done by them. It also helps in motivating workers for achieving goals and objectives. 7
Developing career strategies-It is important for developing employees future growth as organisationshouldcareaboutitsemployeesandformulateeffectivepoliciesfortheir development.It support in boostingworkers morale forincreasing work productivity within the firm. Developing the cooperation-It playvitalrole in making organisation effective by motivating people to cooperate with team members as it is an effective tool for managing employee relations. Maintain proper communication-It is another effective strategies in which manager ensure about proper interaction of employees with employers and co-workers. So communication is required for building healthy relations among workers (Purce, 2014).It will support to shareof ideas, opinion, thoughts and viewswhich are requires for obtaining goals and objectives. P6 Identify employment legislations elements and their impact decision-making of HRM Employees legislation considered as thelaws for employment which are formed by government and regulatory bodies for the purposeof workers security andsocial careat work place.It is necessaryfor Tesco company's HR manager to workaccording these lawsand ensure about ethical firm (Scullion and Collings, 2011). These laws can affects on decision-making process of HRM so they have to perform all these practices under rules and regulation. There are some legislation which affecting on the business organisation such as: Equal wage act:In this act, it described asthere must not be any discrimination about remuneration of workers who working within organisations. Their salary should be equally which is based on their performance and job profile and nor partiality should be here. Act of minimum payment:In this defines asminimum wage rate of which fixed by government for specific task and job. Firm have to pay that decided amount to the employees for avoiding the breach of law. Act ofEmployees rights:In this act, thelegislation concern with employee's safety and securitywhile performing any task. There are some certain rights which should be given to the to the workers within the firm. Workmen's compensation act:This legislation is related with any injury or accidents if workers get while doing work in the company so they have to compensate this issue by providing appropriate amount to them. 8
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These are some legislation that affects HRM practices because its rules and regulation influences the decisions making for human resource. Organisation made all policies and plans for its employees by keeping these acts in mind (Daley, 2012). Apart from these, trade union is also a fig factor one of them which influence the process of decision-making in HRM. Task 4 P7 Illustrate HRM practices application in work related context HR management play effective role within organisation as it includes various process such recruitment, selections, performance appraisal etc. in this activity involve recruitment of people and ensureabout their working style in order to achievecompany's goals and objectives in effective manner. Tesco company can apply these HRM practices in several process such as: AnalysingJob vacancy:In such process, it identify job positions and prepare a job description for attracting suitable candidates. JOB DESCRIPTION Company name Tesco Job profile HR Management Area/region London, United Kingdom Report to HR Administration Duties and Responsibilities ï‚·Policies Maker. ï‚·Record and maintain the attendance of workers. ï‚·Measuring the performance of workers. ï‚·Assisting process of recruitment and selection. 9
ï‚·Provide learning sessions to the newly appointed candidates. Qualification Criteria Master degree in business administration(MBA) Required experience 3 to 8 years Salary structure Remuneration for initial 8 to 11lac p.a.. Posting the job advertisement, HR manager will gets candidate's resumes and CV. There is a template which such as: Curriculum Vitae (CV) Name of candidate: Permanent Address: Phone number: Email Id: Career objectives:To identify the human resource opportunities and utilise my skills and knowledge for achieving future growth. Qualifications of academic: Graduation Master in Business Administration(MBA) in HR Experience Required: 2 year experience in human resource management field. Personal skills: effective communication skills Leadership skills Hard worker Problem solver Motivational skills Declaration: I hear by declare that all above informations are true according to my knowledge and skills. 10
There are more activities here which have to perform by the Tesco company's human resource department as after receiving CV of candidates, here some activities such as: Recruitmentandselectionprocess:ManagerofHRanalysetheinformationof applicants and on the basis of their level they perform next process which is selection (Fulton, 2011). In this functions, manager conduct various round such as interviews, group discussions for identifying their skills and knowledge and then manager select most suitable candidates. Documentsandrecords:Aftercompletetheaboveprocess,recordsofselected candidates are received. Such as academic records, experience letter, photographs or other documents etc. Induction:It conduct on joining date of employees where they meet with other staff member to get interaction and also know about the company's policies and procedures as well as codes of conduct relevant with job. Traininganddevelopment:Inthisprocess,managerevaluateemployeeswork performance and identify their training need analysis in order to training and development programmes (Guest, 2011). Conflict resolution:HR department role is solving problems or conflicts if arise at workplace so it is require to maintain good relations with employees. CONCLUSION From this project report, it has been concluded that HRM is very important activity which helps to the firm in achieving its goals and objectives. There are several activities includes in HRM such as plan, staffing and evaluation of employees performance.Method of Recruitment and selectionhelps in hiring best candidates for the organisation. It is very essential in maintaining good relations among employees and affects on decision-making in HRM. Healthy relations boost motivation level of workers to perform better. There are various laws and legislation discussed in this report. Tesco can apply HRM practices in effective manner to ensure good working conditions and highly skilled workforce. 11
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REFERENCES Books and Journals Anderson, V., 2013.Research methods in human resource management: investigating a business issue. Kogan Page Publishers. Aswathappa, K., 2013.Human resource management: Text and cases. Tata McGraw-Hill Education. Brewster, C. and Hegewisch, A. eds., 2017.Policy and Practice in European Human Resource Management: The Price Waterhouse Cranfield Survey. Taylor & Francis. Cascio, W. and Boudreau, J., 2010.Investing in people: Financial impact of human resource initiatives. Ft Press. Chelladurai, P. and Kerwin, S., 2017.Human resource management in sport and recreation. Human Kinetics. CHUANG, C.H. and Liao, H.U.I., 2010. Strategic human resource management in service context: Taking care of business by taking care of employees and customers.Personnel psychology.63(1). pp.153-196. Daley, D.M., 2012. Strategic human resources management.Public Personnel Management. pp.120-125. Fulton, E.A. And et. al., 2011. Human behaviour: the key source of uncertainty in fisheries management.Fish and Fisheries.12(1). pp.2-17. Glendon, A.I., Clarke, S. and McKenna, E., 2016.Human safety and risk management. Crc Press. Guest, D.E., 2011. Human resource management and performance: still searching for some answers.Human resource management journal.21(1). pp.3-13. Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014.The adult learner: The definitive classic in adult education and human resource development. Routledge. Marchington,M.andet.al.2016.Humanresourcemanagementatwork.KoganPage Publishers. Meredith Belbin, R., 2011. Management teams: Why they succeed or fail.Human Resource Management International Digest,19(3). Purce,J.,2014.Theimpactofcorporatestrategyonhumanresourcemanagement.New Perspectives on Human Resource Management (Routledge Revivals),67. Scullion, H. and Collings, D., 2011.Global talent management. Routledge. Online HumanResourceManagementFunctions2018.[Online].Available through:<http://www.trueinfos.com/functionsofhr.html> 12