Importance of Employee Relations in HRM Decision Making

This article discusses the significance of employee relations in the decision-making process of HRM and its impact on organizational productivity. It explores various HRM practices and their advantages for both employers and employees. Additionally, it highlights the importance of complying with employment legislation and its effect on HRM decision-making. The case study of Tesco, a retail supermarket, is used to illustrate these concepts.

HUMAN RESOURCE
MANAGEMENT
1

Table of Contents
INTRODUCTION...........................................................................................................................4
LO 1.................................................................................................................................................4
Purpose of HRM.....................................................................................................................4
Strength and weaknesses of various methods for recruitment & selection............................5
LO 2.................................................................................................................................................7
Advantages of various HRM practices on employer & employee's.......................................7
Assess appropriateness of practices related to HRM practices for increasing profitability
within company......................................................................................................................8
LO 3.................................................................................................................................................9
Importance of employee relations in decision making procedure of HRM...........................9
Identify employment legislation and effect upon HRM decision-making...........................10
LO 4...............................................................................................................................................11
Application of HRM practises in assistance with work related context...............................11
JOB Offer Letter:...........................................................................................................................14
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17
2

INTRODUCTION
Human resource signifies company in which subordinate perform their work towards
achieving goal that is connected to human resource of business organisation. The present is
assignment is given on Tesco which is retailing supermarket that deal with various type of
household as well as groceries item. The given assignment is depending upon analysing various
role of Human Resource administration in addition with practices involves workforce, training
improvement, recruitment and also process of selection. Furthermore, it is necessary to assess
employment legislation in order to identify process of decision making related to human resource
administration. Moreover, there are different kinds of Human Resource Management techniques
that are used for enhancing understanding of recruiting subordinate. There is also a need of
increasing relation of subordinate and also legislation adopted for taking appropriate decisions
for organization (Bresciani, Ferrari and Del Giudice, 2018).
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LO 1
Purpose of HRM
The primary aim of human resource administration of company is to hire competent
subordinate who can increase contribution in respect of company whole function. For this
process, the purpose of organisation is to achieve all tasks in order to perform different functions
in proper way. Various functions in reference of Tesco are given below:
Training and development is the process by which organization enhance competence
and skill of staff member which is linked with value of company. The primary aim is to provide
information that is connected to organization and update new software used by company. In
selected company, the HR manager conducts various training session for its subordinate for
enhancing awareness in respect of policy of company. In addition to this, it also offers assistance
in increasing skill of subordinate that enforces direct impact on productivity of organization.
Moreover, the company provides training to its staff member and also update in respect of
innovative technology that is executed by company.
Recruitment and selection The other function that is performed by HR professional of
organization is considered as a recruitment as well as selection. It is determined as a process that
is connected to selection, hiring superior applicant to implement various activities in proper way
that leads to enhancing productivity of organization. The HR manager make use of various
method related to recruitment and selection such as telephonic, face interview and many more.
Managing employee relation- The management of subordinate is other important
element through which company focuses on performing work in respect of generating positive
atmosphere within an organisation. It is performed through decreasing whole conflict condition
that arises internally within company that impose direct effect on whole mindset of subordinate
of Tesco. The relation with employee are managed and they motivating subordinate that help in
reducing conflict between subordinate that result in increasing contribution in respect of roles.
Purpose of Human Resource administration
Staffing need the primary objective of human resource administration is there is a
recruitment of suitable subordinate in right place as per given job roles, skills as well as
qualification. It signifies procedure related to job duties. In reference of Tesco, the HR
professional related to process of selection with appropriate need and requirement of company.
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Performance appraisal in this process, the HR manager performs function in respect of
appraisal related to performance level of subordinate as per set standard. The HR manager of
chosen organisation performs work in respect of handling performance of subordinate.
Law compliance they emphasize on follows in such a way that so that company is capable
to deal with different kind of challenges that help in retaining in market for a longer period of
time. In reference of Tesco, the HR manager possess work in respect of production towards laws
so that they generate healthy working atmosphere and follow all safety laws during particular
phase of time period (De Chesnay and Anderson, 2019).
Strength and weaknesses of various methods for recruitment & selection
There are various ways which are considered as a part of company that is connected to
selection of subordinate and they are responsible for filling available vacancy by adopting
external atmosphere. There are various approaches which are executed by Tesco that is
considered as a part of internal way of recruitment that is given below:
Advantages of internal recruitment
Accurate selection the internal recruitment offer subordinate with appropriate traits as
subordinate increase their awareness regarding skill and from appropriate judgement.
Adaptability employees do not emphasis on confronting challenge while it is using in
particular atmosphere.
Motivation subordinate feel valued and also feel inspired to increase ability when they get
job by using internal recruitment.
Disadvantages of internal recruitment
Limited choice due to having a few option so that there is no fresh quality is available for
recruiter when organising internal recruitment.
Internal conflict Internal recruitment enhances conflict within business organisation.
External sources of recruitment this process focuses on filling available vacancy within
business organisation by using campus, interview setting, walk-ins or various different
employment techniques. This process take time but also instigate innovative set of skill.
Advantages of external recruitment
Efficient candidate there are ample of applicant offer management team to give chance to
keep most suitable candidate.
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Fresh ability the applicant offer external recruitment introduces recruiter to applicant with
unique ability.
Disadvantages of external recruitment
High cost the company focuses on investing large amount of capital to organise recruitment
process. There are various investment involves capital needed for subordinate orientation.
Adaptability issue due to recruiting fresh employees connected to familiarisation with
innovative atmosphere at workplace (Gibson, 2016).
Selection is a procedure where manager select proper candidate within company. There are
various kind of approaches of selection which is adopted within company as per given position.
In reference of Tesco, there is a different approach which is adopted to execute assigned
functions.
Interview in this procedure, the manager select appropriate candidate by taking direct interview
and analyse current qualification of applicant.
Strength time saving is determined as a most appropriate method and there is a kind of
verbal communication takes place among employee as well as employees.
Weakness The interview is biased because they choose incompetent applicant if interviewer
is not fair regarding process of selection.
LO 2
Advantages of various HRM practices on employer & employee's
Learning, development & training:
Job workplace design:
It is the element in which various factors that is considered as a part of workplace is given
below:
Reward administration: extrinsic as well as intrinsic reward for performing work.
Intrinsic award includes personal growth, achievement of objective as well as
professional achievement which occurs from individual person (Ivanov, Tsipoulanidis and
Schönberger, 2017).
Extrinsic motivation is depend upon tangible kind of rewards which is external for
individual person.
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The linkage among motivational theory as well as there is various kinds of rewards that help in
motivating subordinate.
There is different theory of motivation of Tesco like Maslow motivational theory in which
motivation is categorised in five stages to assess present level of subordinate.
Series of job design- job extension technique
There are various techniques related to job design which is as per benefit for subordinate as
well as employees.
Employer benefit it is a tool where subordinate are categorised in two categories which is
determined as a group of employees and individual subordinate. In reference of Tesco, their
focus on adopting technique related to job rotation so that there is a improvement in subordinate
within business organisation.
Benefit for employee subordinate can increase their learning from various associated area
and their focus is not only on single area related to working.
Flexible organisation
Flexibility there are various types of flexibility that is functional connected to which is a
part of four function of organisation. Numerical flexibility is determined as a part of peripheral
workforce and also have skilled subordinate. Structural flexibility is considered as a capacity
indication and gives respond towards external variability related to macro environmental factor.
Flexible working option
Benefit for employee flexible working option increases flexibility within business
organisation that results in administration of subordinate of Tesco.
Benefit for employees is capable to emphasize in respect of various role of job that helps in
whole satisfaction and level of motivation is increased in context of duration of time.
Performance and award performance administration is adopted for taking decisions that is
connected to policy related to appraisal and reward of subordinate. In context of chosen
organisation, there is a application related to administration by objective. The manager focuses
on planning, organising and making appropriate communication related to objective in a specific
period of time (Huber, 2017).
After setting objective, it is necessary to communicate objective during particular period of time.
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Benefit for employer in reference of Tesco, they emphasis on both financial as well as
non financial reward that is determined as a better compensation for subordinate. Non financial
rewards involves provide reward to subordinate or also provide some non monetary awards.
Benefit for employee the subordinate within Tesco are influenced in respect of increasing
contribution for organisation.
Training and development training is connected to basic skills which is essential to
execute activity of organisation. There is a need of performance gap that must be filled with use
of measure of training.
Kind of training and evaluation of training
There are various kinds of measure of training like lecture, training, case study as well as
role playing method. Evaluation is determined as a systematic process that is assessment of
whole efforts of administration for various techniques which is adopted within an organisation.
Benefit for employees: In reference of TESCO, they emphasize on advancement of
competence of subordinate by adopting on job training so that they are able to execute their roles
(Kardam, 2017).
Benefit for subordinate the training as well as development opportunity in Tesco results
in improvement of subordinate via whole moral of subordinate is getting enhanced.
Assess appropriateness of practices related to HRM practices for increasing profitability within
company
In every company, their main focus is to achieve competitive edge by emphasized on
competent subordinate. In relevance of TESCO, the primary purpose of HR administration is
performance of subordinate and there is a application related to 360 degree feedback is given
below:
Self appraisal is the factor where evaluation of subordinate is according to current
strength as well as weakness which are performed by applicant himself.
Subordinate appraisal herein, subordinate adjust depends upon communication skill as
well as motivation is skill that results in higher motivation of individual person.
Superior appraisal it is necessary to review performance level by superior within an
organisation that help in development of program. Employment training that is takes place as per
requirement on need of subordinate.
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Peer appraisal is a technique that is according to point of view of colleagues is taken to
assess current level of performance of subordinate.
Evaluation of HRM practices in reference of Tesco; HR practices help company in timely
hiring competent subordinate and making plan related to event as per company safety and policy
that help in making appropriate plan as per expectation of subordinate (Kim and Fernandez,
2017).
LO 3
Importance of employee relations in decision making procedure of HRM
The relation of employee signifies relationship which is possessed among subordinate
and also their superior. This signifies emotional as well as practical aspect of subordinate and
their relationship with its employees. There is various legislation is implemented by government
for appropriate administration during particular phase of time period. Organisation is needed to
follow all regulation that helps in achieving relation with its employees in successful manner.
There are very laws used by HRM of Tesco that is given below:
Health and safety law this law enforces by manager of different organisation to provide
safe environment to it subordinate by generating healthy working environment. The aim of law is
to provide safety to subordinate to perform work within company. The machinery used by Tesco
for appropriate delivery and also for storage of inventory for their subordinate. The management
team of company take responsibility to reduce possibility related to accident due to any kind of
equipment failure. It is the duty of manager of company to make sure that mental illness of
subordinate by managing relationship in which they can communicate regarding mental health.
Discrimination Act was given by British Parliament to reduce discriminating practices for
taking entry in British workplace. The primary aim of law is to offer free judgement according to
race, religion to every individual person of UK. This act is used by management team of Tesco
and different policy is given by organisation which is prejudice by manager for wrongful actions
(Langenwalter, 2020).
Equality law signifies every subordinate created equally and provide opportunities for
success and growth. This law used by HR division to offer talented subordinate with higher
efficiency. The manager of company of our talented subordinate provides equal possibility
related to growth or improvement. They give talented subordinate that offer both monetary and
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non monetary incentive in order to perform work to increase potentiality. The aim of law is to
provide safety to subordinate to perform work within company. The machinery used by Tesco
for appropriate delivery and also for storage of inventory for their subordinate. The management
team of company take responsibility to reduce possibility related to accident due to any kind of
equipment failure.
Identify employment legislation and effect upon HRM decision-making.
Emphasis of employee’s relation in influencing process of decision-making
For aim of maintaining healthy relationship within company there is a requirement to
increase whole productivity of company. In reference of Tesco, there is a need to emphasize on
managing whole relation with its subordinate in order to improve positive relation among
employer as well as employee which is given below:
 In order to maintain healthy relation, it is necessary to provide fair treatment to
subordinates that help in increasing productivity of organisation.
 It is important that there is a regular interaction taking place among employer and also
employees in order to increase awareness regarding procedure of organisation and taking
decision in timely manner.
Employee grievance redressed in every company, the management focuses on
providing securing environment. It involves some situations that help in taking decisions and
providing fair treatment to subordinate around overall department. The management is not
capable to satisfy any kind of obligation then it results in generating grievances. In context of
Tesco, there is an appropriate grievances redress that resolving issue among both employee and
also employer (Leigh and Blakely, 2016).
Employee engagement it is a procedure in which employee satisfaction arises due to
performance of subordinate. In reference of Tesco, it is necessary to adopt subordinate to offer a
timely feedback to administration that help in performing work towards training program so that
there is an increase in current base related to knowledge for both of employer and also for
employees.
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Disciplines Subordinate makes sure that it is necessary to maintain discipline within
company and every function as per guidelines given by top management or higher authority of
Tesco.
Employee stress in reference of this situation, the stress which is confronted by
subordinate, the HR of Tesco perform work in respect of their own expectation and the
management focuses on reducing overall load along with personal commitment.
LO 4
Application of HRM practises in assistance with work related context
The HR practices is implemented by Tesco by taking into consideration in which type of
technique related to job description, person specification, interview question as well as job
advertisement which assists in procedure of hiring subordinate (Merriam and Grenier, 2019). In
current context, there is also a discussion regarding tool in reference of Tesco that is going to be
mentioned below:
Job advertisement:
Job advertisement
HR manager needed:
A HR executive is needed within TESCO along with necessary skill to accomplish goal of
organisation.
Company:
TESCO is British international retailing organisation possessing headquarters in country
named as London. The primal specialisation related to goods involves products, home
products, clothing as well as food segment.
The position
HR professional is desired for vacant position along with immediate joining
Location
4, XYZ street, London
Job description:
Job title- HR executive
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Department- Human Resource
Responsible for- To execute function of human resource and help top management of HR.
Purpose of job- HR executive performs functions allotted by top management (Moore, Persaud
and Torchia, 2018). It is important to manage whole staff for allotted department.
Duties and responsibilities:
 Improvement in procedure of selection and recruitment
 Scrutiny of applications
 Choosing important or specific methods of hiring staff member
 Selection of eligible employee
Qualification:
Graduate
Post graduation along with HR specialisation
Experience:
Perform work as HR manager with minimum period of two year.
Person specification
Personal specification
Person Specification
 Post: HR
 Department: Human resource department
(A) : Application form, (I) : Interview, (R) : Role
Attributes Essential Desirable
Qualification & Experience  Post graduation along
with HR specialisation
 Experience as HR
manager with
minimum period of
two year.
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 Short term Diploma
courses in handling
teams.
Skills or Abilities  Organisational skills
 Perform work as HR
manager with
minimum period of
two year.
 Interpersonal skills
 Experience related to
leading teams
 Capability to manage
teams
 Timely forecasting
of risk and use of risk
administration
measures
Interview:
Interview questions help in assessing candidates that is depend upon face to face
conversation that take place among interviewer and employees (Riebsame, 2019). In addition to
this, it is determined as appropriate way that helps in appropriate assessment of applicant by
direct conversation. There are various interview question is going to be given below:
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Interview questions:
 Explain situation when you solved conflicting condition in previous workplace?
 Explain present skill that helps the company in achieving mission and vision of
organisation?
 Explain your point of view regarding long term analysis of Tesco Company and why?
 Explain major work performed by HR professional of organisation?
 Can you please explain superior style of leadership which is used in future
administration of teamwork?
JOB Offer Letter:
It is considered as a last level of procedure of providing offer letter to its subordinate
application. In this process, it is necessary to select suitable or appropriate candidate by
providing them offer letter after information they possess regarding selection. The job letter is
offered by chosen organisation for post of filling available job vacancy that is going to be
mentioned below:
Job offer letter
Mr/Ms last name
Address
City, state Zip code
Dear Mr/Ms Last name
We are happy to tell you that you are chosen for position of HR professional. They chose for
post of HR professional within TESCO. The salary given is approx 50k. The date of joining is 15
Jan, 2021.
Kindly response to this main in respect of your acceptance related to offer letter
All details are enclosed along with attachment in this mail.
HR department
TESCO
Signature....
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Date.....
15

CONCLUSION
From given report, it is assess that human resource signifies company in which subordinate
perform their work towards achieving goal that is connected to human resource of business
organisation. The given assignment is depending upon analysing various role of Human
Resource administration in addition with practices involves workforce, training improvement,
recruitment and also process of selection. Furthermore, it is necessary to assess employment
legislation in order to identify process of decision making related to human resource
administration. Moreover, there are different kinds of Human Resource Management techniques
that are used for enhancing understanding of recruiting subordinate. There is also a need of
increasing relation of subordinate and also legislation adopted for taking appropriate decisions
for organization.
16

REFERENCES
Books and Journals
Bresciani, S., Ferraris, A. and Del Giudice, M., 2018. The management of organizational
ambidexterity through alliances in a new context of analysis: Internet of Things (IoT)
smart city projects. Technological Forecasting and Social Change, 136, pp.331-338.
De Chesnay, M. and Anderson, B., 2019. Caring for the Vulnerable. Jones & Bartlett Learning.
Gibson, J., 2016. Community resources: intellectual property, international trade and protection
of traditional knowledge. Routledge.
Huber, D., 2017. Leadership and nursing care management-e-book. Elsevier Health Sciences.
Ivanov, D., Tsipoulanidis, A. and Schönberger, J., 2017. Global supply chain and operations
management. A decision-oriented introduction to the creation of value, 2.
Kardam, N., 2017. Turkey's engagement with global women's human rights. Routledge.
Kim, S.Y. and Fernandez, S., 2017. Employee empowerment and turnover intention in the US
federal bureaucracy. The American Review of Public Administration, 47(1), pp.4-22.
Langenwalter, G.A., 2020. Enterprise resources planning and beyond: integrating your entire
organization (Vol. 12). CRC Press.
Leigh, N.G. and Blakely, E.J., 2016. Planning local economic development: Theory and
practice. SAGE publications.
Merriam, S.B. and Grenier, R.S. eds., 2019. Qualitative research in practice: Examples for
discussion and analysis. John Wiley & Sons.
Moore, K.L., Persaud, T.V.N. and Torchia, M.G., 2018. The Developing Human-E-Book:
Clinically Oriented Embryology. Elsevier Health Sciences.
Riebsame, W.E., 2019. Drought and natural resources management in the United States:
impacts and implications of the 1987-89 drought. Routledge.
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