Importance of Human Resource Management

The provided document is a comprehensive analysis of human resource management (HRM) in an organizational context. It emphasizes the importance of HRM in managing people within a company, creating harmony among employees, and delivering a better work environment. The assignment discusses various benefits for both employers and employees resulting from effective HRM practices, such as improved productivity. It also touches on the need for proper hierarchy frameworks and effective communication within organizations. The document cites relevant sources, including books and journals, to support its arguments. It concludes by stressing the significance of HRM in achieving business success through employee satisfaction and customer care.

Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 The purpose and functions of HRM that applicable for workforce planning and resourcing
.....................................................................................................................................................1
P2 The Strengths and weaknesses of various approaches to recruitment and selections............3
TASK 2............................................................................................................................................5
P3 Benefits of HRM practices for both the employer and employee.........................................5
P4 Evaluation of effectiveness of HRM practices for organisational profitability and
productivity.................................................................................................................................6
TASK 3............................................................................................................................................7
P5 Importance of employee relations that influence HRM decision-making.............................7
P6 Key elements of employment legislation and its impacts upon HRM decision-making.......7
TASK 4............................................................................................................................................8
P7 Illustrate the application of HRM practices in the organisation with examples....................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
HRM often concerned with managing people within the company through formal
framework. HR manager has numerous duties and roles which can be classified into three main
regions such as compensation and benefits of worker, staffing and work designing in the
organisation (Knowles and Holton, 2014). The major human resource management purpose is to
emphasise over the profitability and productivity through using manpower and available resource
in adequate manner. On the other hand, personnel always aims on the development, acquiring,
alignment and retaining talent, the whole workplace within organisation so that certain goals and
target can be attained in more significant manner. Report is based on Tesco Plc, one of the largest
retaining stores of UK. Assignment will analyse functions and purpose of HRM, understanding
different employee and employer. Employee relation and employment legislation that influence
decision making of HRM is evaluated in report. It will illustrated HRM practices in the company.
TASK 1
P1 The purpose and functions of HRM that applicable for workforce planning and resourcing
Human resource management can be termed as the set of practices in which individual
are hired and managed within the company. Manager recruit and select appropriate applicants
according to knowledge and skills to accomplish certain vacant job vacancy. Department of
human resource is fundamental for each organisation as they can deliver vital role in the entire
workforce management in efficient manner (Guest, 2011). They are liable for selecting,
developing and hiring each worker within the company so that they can attain preset objectives
and target. Main human resource purpose is to improve individual for developing profitability
and productivities to attain the goals. Human resource manager of Tesco is liable for performing
their responsibilities and roles for the management of worker along with creating strong harmony
framework among them. This is more advantageous for the organisation in gaining increment
and achieving competitive edge.
HRM Purpose
Division of human resource management play very crucial role in the practices of
organisation as this can aim over the creative workforce management and creating better
relationship among worker (Clarke and McKenna, 2016). They often try to create more
appropriate communication bridge between the line management and worker of the company.
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Tesco is one of the most popular supermarket who manage their working environment according
to the suitable external environment which can be maintained in numerous critical conditions.
Tesco's manager play numerous functions and activities for the purpose of creating better
relation among worker so that productivity of organisation can be emphasised significantly
(Knowles and Holton, 2014). Here are discussed some major functions: Create effective culture of organisation: This is the major human resource management
purpose is to create and frame more effective environment and culture in order to
accomplish the performed task in more disciplined manner. In Tesco, the HR manager
mainly aims over the creation of positive culture through allocating distinct task among
people in order to avoid cultural differences. Law: Numerous organisational structure associated with the legal procedure are managed
or introduced through state of United Kingdom that must be complied by each business
firm. This consist of employment legislation, trade unions, labour relations and
negotiation that can impact over the HRM procedures. Hence, organisation need to
undertake different essential laws for outlining the decision related to the selection, hiring
and termination procedure in respect of individual of enterprise. Tesco manager make
certain that numerous employment legislations outlined in policies for the benefits of
labour and retirement plans etc. People Management: Human resource management can be referred as the people's
management in disciplined manner in order to create more suitable environment for
worker (Glendon, 2016). It is fundamental to increase profitability and productivity of
organisation through using proper personnel. Tesco has extensive share in UK market as
they majorly focus over the employee relation management and maintaining collaborative
working activities of worker while performing a task. Department of human resource
management is associated with numerous division such as operations, IT, financial,
marketing etc.
HRM Functions: Often HRM include numerous functions and activities which are
organised within the company. This is the main role in the workforce management and
manpower so that productivity which can be targetted and increased efficiently. Tesco's HR
manager often coordinate activities to reduce wealth with the sales increment so that consumer
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number can be satisfied with better services and goods quality (Fulton, 2011). Here are discussed
basic functions mentioned beneath: Training and Orientation: It is the major function in which the organisation manager
organise orientation session after the recruitment of new employees within the
organisation. This can assist in communicating with each person so that they can adjust
and understand in the workplace. Employer provide joinee with members of staff and
deliver policies to them in regard of objectives and goals. Selection and Recruitment Process: Division of HRM are liable in maintaining and
managing the workplace through selecting and hiring appropriate applicant in referred
organisation to gain maximum sales can be conducted. ER management: Tesco's HRM division make certain about the relationship of
organisation as this should be more positive and effective. This is the manager's moral
duty to maintain organisational harmony and relation in enterprise for framing suitable
team and better working in company.
 Training and learning program: this is fundamental to carry out proper training and
learning session for new or existing worker of the firm. This function can assist in
developing productivity of worker through emphasising over abilities and skills so that
they can work systematic manner and attain their objectives.
P2 The Strengths and weaknesses of various approaches to recruitment and selections
Recruitment and selection is a complex process to hire and designate suitable applicants
for the vacant work profiles (Daley, 2012). There should be fundamental to create corrective
judgement for building effective organisation workplace. Selection and hiring can be defined as
the process where the applicants are selected on the grounds of their skills and demands of
organisation for certain policies. Manager of Tesco often recruit skilled individuals by effective
process. Numerous methods are being accessed for the process of recruitment and selection
which manager outline for recruiting suitable applicants according to criteria of work profile.
Tesco Plc also aims over the reactive and proactive attitudes while undertaking major
judgements in relation of hiring. The main focus is to make rights selection of appropriate
candidates from pool from applied applicants. Here are discussed some major attempted
approaches by Tesco:
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Job Description: This is associated with information and details about the mentioned
requirements and vacancy details such as qualification requirement, work, assigned task, wage
and duties performed by the candidates.
Job Analysis: It is the initial stage where manager gather numerous information in regard
of job vacancies within the organisation. The enterprise make judgements in relation of
coordinating proper selection and hiring procedure for accomplishing certain work profile.
Manager need to demonstrate numerous practices for recruiting skilled and qualified applicants
to attain result.
Person Specifications: According to this view, essential criteria relating to the abilities,
qualification knowledge, qualities, skills for certain work. This is associated with the description
of job which evaluate the appropriate individual (CHUANG and Liao, 2010).
Strategies of Job Posting: Human resource division liable for creating suitable strategies
for the selection and recruitment process. Henceforth, Tesco can undertake suitable methods and
strategies to employ interested and eligible individual.
Multi Phase Hiring: This can be referred as the systematic techniques which support in
finding talented and eligible individuals with combining numerous interviews techniques such as
telephonic round, face-to-face communication and individual recruitment examinations etc.
Selection and Recruitment Strengths:
 Intrinsic technique of recruitment is more suitable for applicant within the company so
that work responsibilities can be fulfilled properly.
 This is less effective and rime consuming methods as there is less requirement of amount
for coordinating session of recruitment.
 External hiring can be considered another source which assist in improving unique
innovation, ideas and creative thinking through selecting person from external factors of
company.
 The procedure is very advantages for building creative workplace through attracting
skilled individual in relation of organisation so that aims can be attained (Kerwin, 2017). Tesco is aiming over employing knowledgable and qualified applicants who can track the
activities in critical condition and accomplishing the work.
Weaknesses of selections and recruitment:
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 Sometime internal procedure is not appropriate for organisation as this prevent
appropriate innovations and talents cause of selecting applicants from inside the
company.
 External techniques can be more expensive and costly due to the need of advertisements
and funds, any form of media mean to deliver information in relation of certain job to the
skilled applicants (Marchington, 2016).
 This can be more time consuming as this external hiring procedure has lengthy procedure
of recruiting a candidate.
There are mainly two approaches of human resource management including Internal and
external. Both are essential and valuable for the organisation to achieve better results within
predetermined time period.
Internal Approaches: This approach is refer as an effective and suitable aspect to fulfil the
job vacancies within an organisation. Company is mainly emphasised to give different
opportunities related to job to the workers within an enterprise. Manager of the Tesco try to
recruit workforce from those worker who are recently working in the firm and have capability to
work and perform on a top position in the firm. Thus hiring process is mainly based on the
potential, ability and capability of the workers. It covers promotion, employee referral, transfer
and many other.
External Approaches: It is refers to the recruit candidates from outside the enterprise. In
this methods the managers receive different number of job applications from various applicants.
In an organisation managers influence applicants via different channel including media
advertisement, direct recruitment, employment exchange, walk ins, campus drives and so on.
TASK 2
P3 Benefits of HRM practices for both the employer and employee
HRM is more significant approach for each and every person within the organisation.
Numerous advantages are availed to both employer and employee of organisation through the
assistance of effective human resource management affairs in the company. Tesco manager often
prioritise the relation of people and workplace in more suitable manner. Here are discussed some
major benefits of HRM activities discussed as below:
Employer Benefits:
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 Focus on assignment: Tesco's employer are availed in eliminating and aligning work
among numerous practices for performing task effectively. They seek for more suitable
manner for accomplishing the final outcome of task. Using Work Time: This can also be considered as one major benefit for employer by
practices which they can opt with time along with the effort for completion of worker in
the company (Boudreau, 2010). Tesco plc can apply distinct practices of human resource
management for accomplishing their objectives and goals within certain period of time. Absenteeism reduction: these are assisting in the reduction of absenteeism chances along
with employee encouragement for work with more suitable manner. This is more
advantageous for Tesco Plc in emphasising productivity and growth.
Benefits for Worker Experience New Region: this is beneficial for worker cause of the human resource
management affair. Employee have the chance to meet more experience as well as
emphasise over the knowledge with the relationship help in relation of new area. Training and development Opportunities: Worker consist of better opportunities of
emphasise their abilities and knowledge by learning programs. Tesco plc organise
numerous development and training session for the enhancement of productivity.
 Cultural Interest and Individual Satisfaction: Practices of human resource management
is assisting while delivering worker cultural interest and individual satisfaction in
significant way.
P4 Evaluation of effectiveness of HRM practices for organisational profitability and productivity
Practices of human resource management include numerous regulations and rules which
must be complied by an organisation so as Tesco. These are more supportive while managing
entire operations of business as well as manage workplace as per the objectives and goals which
can be attained in numerous manner (Boudreau, 2010). The referred organisation can outline
these activities for raising the productivity and profitability through distinct practices of HRM.
Determining Implementation and Direction: This is the major duty of organisational
manager that to deliver effective directions and guidelines to worker for attaining determined
targets and goals in more efficient manner. Leader can imply their responsibilities for portraying
mission, purpose, objectives and goals in the working environment of Tesco Plc. It can help in
supporting the productivity and profitability of whole enterprise.
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Innovative Staff and Excellent Performer: Such practices are beneficial for enterprise as
these are able to deliver more creative and productive ideas while performing work or any task.
Manager and leader aims over carrying efficient positive environment and atmosphere for
attaining certain goals.
Team and Individual Goals through Effective Communication: Practices of human
resource management are assisting in delivering effective communication methods for delivering
employee information so that certain target or goals can be attained easily.
Update Productivity and Maintain Skills at Workplace: Practices of human resource
management assist in making certain about the training and development requirement so that
learning program can be coordinated (Meredith and Belbin, 2011). Tesco plc often focus over
the employee skills modification through session of training and development for achieving the
competitive edge.
Drive Worker Performance: Organisation is liable for organisation which render extra
rewards and benefits to worker so that determined outcome can be met.
TASK 3
P5 Importance of employee relations that influence HRM decision-making
For better company, employee relations management is paramount role to attain
determined objectives. Manager undertake the better relationship among individuals for accurate
coordination and proper collaborations among members of team (Purce, 2014). This can be
claimed that organisation need to make the activities according to their worker through deliver
effective compensation and benefits. They should deliver better environment of work to worker
in order to stimulate them for better productivity. Tesco organise numerous extra curricular
activities such as sleeping room etc. to deliver proper inspiration and encouraging worker for
better productivity and work in significant manner. Here are mentioned some major cause and
importance of ER that frame the decision-making procedure accordingly undertaken by human
resource manager:
Sharing Work: This can be referred as the more effective and easy operating of
organisation through managing accurate and effective decision making of organisation. Through
completing the work by making proper allocation of organisation in significant manner. This is
fundamental which support in creating strong team and attaining set objectives and goals.
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Resolve Conflicts: It is fundamental to have create better relations among individual that
will support reducing the conflicts chances along with the problems and issue resolution in more
adequate manner (Cascio, 2010). Teamwork is very advantageous for attaining the positive
outcome and targets in effective manner.
Employee Loyalty: Organisation can create their worker loyalty through numerous
practices of human resource management in efficient manner. For this, manager need to aim on
creation of healthy and positive environment so that relation can be managed among worker.
Maintain Communication Equality: It is essential elements as it should be more
effective communication in organisation for deliver proper information to worker in relation of
decision of business. This will assist in reducing the barrier opportunities and resolve the
conflicts in more ideal way for achieving aims.
P6 Key elements of employment legislation and its impacts upon HRM decision-making
Numerous employment laws and legislation are enacted by parliament of United
Kingdom associated with the structure and organisation according to the nature of business.
Numerous organisation need to consider proper hierarchy framework for their activities of
business along with effective communications. These are framed for providing fundamental
rights of organisation that can assist in employee management of company in adequate manner.
Human resource manager need to outline the system of hierarchy for accomplishing proper
employee information (Brewster and Hegewisch, 2017). Here are discussed some major laws and
activities complied by Tesco in order to manage their growth: Analyse Position: It is paramount work in which determined vacancy of work with
proper details is essential. This is necessary for to deliver certain worker information in
relation of their duties and roles within Tesco for accomplishing the objectives. Equal Wage Act: This is considered fundamental for regulate which protect worker from
workplace discrimination among individuals on the basis of gender, religion, race, caste
etc. Henceforth, Tesco manage equity in the organisation while following this laws in
their framework. Minimum Wage Act: According to this, minimum pay should be given by each and
every organisation. This is set by government of United Kingdom that is modified
accordingly. Tesco plc need to undertaken this and deliver equal compensate and wage to
each worker according to the law.
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 Employee rights law: this associated with worker rights while performing within
organisation related to their security and safety. Tesco Plc need to aim on the security
factor along with proper safeguard of worker during activities.
 Health and Safety Work: This act is associated with safety and health concerned of
worker which is the duty of organisation. Tesco make sure whether entire worker are
provided proper medical and other safety related facilities in order to assure them
betterment of employee of organisation.
TASK 4
P7 Illustrate the application of HRM practices in the organisation with examples
Numerous activities and function are performed through human resource division with
the purpose of organisation management in whole workplace in more adequate manner (Scullion
and Collings, 2011). This consist of numerous practices such as selection and recruitment,
compensation and rewarding, training and learning etc. which manager of Tesco need to organise
for whole function management of organisation significantly (Aswathappa, 2013). Here are
discussed some major practices of human resource management which are:
Job Analysis: This consist of certain position or vacancy of work through recognising its
requirements or demands within company. Here are discussed its example:
Job description
Name of Organisation
Tesco plc
Work profile
Human Resource Executive
Location
London, UK
Report to
HR Management office
Roles and Responsibilities
 Frames policies as well as strategies of HR.
 manage and documents the employee records and managerial activities (Human
Resource Management, 2018).
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 organise performance evaluation along with appraisals.
 Assist in process of hiring and selection
 Training and learning session for new joiner and employee.
Required Qualification
MBA (Master degree in business administration)
Required Experience
3 - 5 years
Salary
20k-60k according to the skills and abilities
After job description, next phase is opting suitable media for information conveyance in
relation of vacancy and work profile (Anderson, 2013). Here is mentioned CV format:
Curriculum Vitae
Name:
Contact number:
Address:
Email Id:
Career objectives: To optimise opportunities for presenting my skills and abilities in Human
resource management sector as well as accomplish growth in future.
Qualification:
MBA (Master in Business Administration)
Experience:
2 year experience in HRM field.
Personal skills:
Leadership skills
Good communication skills
Problem solving
decision-making skills
Declaration:
I hear by affirm that mentioned information and data is properly detailed and is true.
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CONCLUSION
It can summon that HRM often concerned with managing people within the company
through formal framework. Human resource manager for liable for performing their
responsibilities and roles for the management of worker along with creating strong harmony
framework among them. Recruitment and selection is a complex process to hire and designate
suitable applicants for the vacant work profiles. Numerous advantages are availed to both
employer and employee of organisation through the assistance of effective human resource
management affairs in the company. They should deliver better environment of work to worker
in order to stimulate them for better productivity. Numerous organisation need to consider proper
hierarchy framework for their activities of business along with effective communications.
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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. and et. al. 2016. Human resource management at work. Kogan Page
Publishers.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest, 19(3).
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
Online
Human Resource Management. 2018. [Online]. Available through:
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responsibilities.html>
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