Benefits of HRM Practices for Employer and Employee

This document discusses the purpose and functions of HRM, as well as the strengths and weaknesses of different approaches to recruitment and selection. It also explores the benefits of various HRM practices for both employers and employees, including training and development, flexible work practices, and performance appraisal.

Human Resource
Management

INTRODUCTION
Human resource management is an act or process of administer, organising and
controlling enterprise functions, action, operations and workforce of the institution. It can be a
process of hiring and choosing well qualified and knowledgable person for an organisation so
that the function of it can be in efficacious way (Albrecht and et. al., 2015). The responsibilities
and duties of HR administrative are segregated into several areas like staffing, recruitment,
training, induction and others. The main motive motive of HRM is to maximise the
productiveness and profitability of the business by monitoring the power of employees. Human
resource manager administrates the manpower and put emphasis on performing the policies and
process. They also help in making effective employees relation and maintenance of them. This
assignment is based on Tesco which is British transnational retail grocery store and
headquartered in England , UK. This written document will discuss about the purpose of HR
functions and roles & responsibilities of which is beneficial in accomplish business objectives. It
will also cover the several concepts and approaches such as personnel planning, recruitment &
selection, performance management etc. Different HRM practices will also define that help in
increasing productivity and profitability of the organisation. Importance of employee relations
and impact of employment legislation upon HRM decision making will explain.
TASK 1
P1. Explain the purpose and the functions of HRM
Company overview- Tesco is a British multinational groceries and general merchandise
retailer. This firm was familiar in 1919 by Jack Cohen and headquartered in Hertfordshire,
England, UK. It is the third largest merchandiser in theuniverse and operate its business with the
help of its number of stores approx 6800 crosswise the world (Altenburger and et. al., 2015).
There are 450,000 employees make their effort in running the business of this retail organization.
Mission- A mission statement of Tesco is to offer valuable product to it its employees so
that they can retain them till long term period.
Objectives- Business objectives of Tesco is to maximise the sales of the company to
increase the profitability. By making decrement in prices target lower and average income group
of people. Another objective of the company is produce healthy product to attract number of
potential client which help in maximising customer base.
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Purpose of HRM
Alignment of Human resource with business objectives- The main goal of HRM is to
form effective intercourse with the employees and work for accomplishing the bushiness of the
company in set time frame (Aryanto, Fontana and Afiff, 2015). In Tesco, for achieving aims and
goals of the firm, the company provide training to workforce so that their execution matches with
that of needs of organisation.
Satisfying staffing needs- It is another function of human resource management in Tesco
is that it satisfies human capital workplace gap in the firm. Regarding it, this function is needed
to hire and choose well qualified and knowledgable workforce that work regarding
organisational goals.
Functions of HRM
Managing employees relations- It is the important function of human resource
department and this division is responsible to maintain better relation between the employees and
organisation. The HR function is accountable to administrate relation and for this, the
management of Tesco make good communication with the manpower so that they can share their
issues and resolving them on time. If employees relation will be good then it will help in creating
a healthy and friendly workplace where employees can perform their duties and responsibilities
in effective manner. This will assist in achieving business aims and objectives.
Performance appraisal- It is another purpose of HRM which is responsible to analyse
the performance of the employees in a specific task and work. In Tesco, the administration of the
company is accountable to display employee execution in business activities and operation of the
firm. This activity is organised by the company so that they can analyse employees performance
and rewarded them according to that.
Workforce planning- It is a process if deciding, prediction and planning or managing
manpower supply and demand, measuring gaps and observing target talent management
participation to ensure that an organisation has right employee who has good skills and
knowledge (Baum, 2015). In Tesco, it is an activity of administrating the staff member's of the
firm by analysing their competencies and cognition.
Purpose and importance of workforce planning
The main purpose of workforce planning to administrating workforce and analyse the
need of them for future requirement of the company. This planning is important because it help
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in identifying skills gaps in current manpower and proving training to fill competency based gap.
It is essential because with the help of this, the management of Tesco can find out the present
and future requirement of workforce.
P2. Explain the strengths and weaknesses of different approaches to recruitment and selection
Recruitment:
Meaning: Under this procedure, it provide a way to attract, screening and selected the most
suitable candidates for the organisation (Bratton, and Gold, 2017). So that pre-determine
standards can be achieved in the long run, the HR manager of the Tesco, make sure that they hire
qualified employees in its management team.
Importance:
 It provide a way to evaluate to current requirement of the employees in the organisation
by analysing the job requirement in the team.
 It is stage where candidates are screened on the base of their qualification and the skills
are necessary for performing the different activities in the organisation.
Approaches: There are intrinsic as well as external methods for recruitment:
Internal approach: Here candidates are chosen from the employees of the organisation
to fill the vacant positions in the management team. Some of the example of internal recruitment
are as follows: Promotion: Under such conditions, employees are promoted to higher level in the
management by evaluating the their performance in the team. Employees outputs are
analysis on the bases of knowledge and skills in the given tasks.
 Transfers: Here employees are transfer to one place to another place in the organisation.
External : Here candidates are selected from the outside the organisation while taking into
consideration of the skills and knowledge of the candidates and the requirement of the vacant
post in the organisation (Cascio, 2015). Some of the external recruitment approaches are as
follows: Campus Recruitment : Under this candidates are selected from the colleges and
university to have fresher in the organisation.
 Advertisements: Here information about the vacant position in given in the newspaper,
social media and many another ways. So that appropriates candidates are selected for the various
position in the organisation.
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Strengths:
 Internal recruitment is fast in process and required less cost in the process (Cascio, 2015).
 External recruitment provide fresh talent in the management team.
Weaknesses:
 Their are less number of new ideas in the organisation.
 External process is expenses in conducting the interviews.
Selection:
Under this process, shortlisted candidates are further analysis on the various different
grounds and are again shortlisted for testing their skills and knowledge for the available position.
Approaches:
 Online screening of the candidates is done for another process.
 Interview is conducted to test their skills.
Strengths:
 Online is a easy method to shortlisted the candidates.
 Interview helps in understanding the personality.
Weakness:
 Candidates gets nerves at the interview around.
 It consume lot of time.
The workforce planning: It is a way to analyse the requirement of the employees in the
organisation. So that skills employees are placed in the management team .with the reference
of Tesco company, the manager make sure that they hire good employees in its team so that
goals and objectives can be achieved.
Approaches: Some of the role of human resource management are as follows:
Successful organisation: The better performance of the organisation is based on the
strategies which are formed on the base of the historical performance and the hierarchy of the
company (Collings, Wood, and Szamosi, 2018). This will help Tesco company to have good
environment in the organisation performance.
Organisation in dynamic environment: In the context of Tesco company, the manager
make sure that they use external information in order to increase the internal capabilities.
Training and development
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It refers to a scheme which highlights the performance of an individuals and groups in an
organisation. Where training involves the educational process and development means to
enhance that knowledge (Delery and Gupta, 2016). The main objective of this process is to
encourage a person to learn more new things and build confidence. This method help to knowing
where an individual stand at present environment and where to see in the upcoming days.
Approaches
Proactive approach: This method signifies that an organisation removes the problems
which arises in the future. This application refers that an every individual have to take self-
initiative to handle the upcoming time.
Systematic approach: It refers to identifies effective methods that helps an organisation to
work prominently for better results. The important term regarding this approach is that it focuses
on internal and external problems and recognise the best solutions for business.
Performance management
It is the important method of human resource management which helps employees to be
responsible and give feedback to their supervisor for the related work. In context of TESCO, the
manager give full attention towards their employees so that they work effectively and efficiently
for organisation benefits. For this a company give rewards to motivates an individuals so they do
systematic work and become the organisation a leading supermarket in UK.
Approaches
Comparative approach: This method suggests that an every employee in an organisation
are compare with each other performance in respect to same level. It includes graphic rating
scale, forced distribution and paired comparison. In TESCO, managers compare their employees
to others so that they work above their comfort zone to accomplish the task assign and take the
best rank.
Behavioural approach: It is the traditional method of measuring the employees
performance by using BARS and BOS methods (Hecklau and et. al., 2016). In context of the
TESCO, human resource manager properly measures employee performance on the basis of their
behaviour and attitude by using the BARS method.
Reward system
This is the important and the first method in an organisation to motivates and encourages
employees to work very effectively. Furthermore, this system will evaluate the performance and
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give rewards on the basis of an every individuals efforts (Jabbour and de Sousa Jabbour, 2016).
TESCO, using reward system to motivate their employees so company achieve the desired task
on given time.
Approaches
Internal and external benefits: When an individual satisfy with their work in a company
is called internal rewards whereas, when customers satisfy with employees work and they gives
good compliments is called extrinsic rewards. The management of TESCO focus on both these
rewards to sustain in the market for longer period.
Monetary and non- monetary rewards: The supervisor of TESCO, suggests both types of
rewards to their best working employees. Financial rewards defines when an individual receives
benefits in money form i.e. bonus, incentives etc., whereas non- financial rewards refers when
employees receives rewards not in the terms of monetary form i.e. goodwill, power etc.
TASK 2
P3. The benefits of different HRM practices within an organisation for both employer and
employee
In Tesco, there are different HRM practices that are executed by the administration of the
company. These HRM action are necessary for the employer and employees and assist in their
development and growth.
Training and development- It refers to an activity and process which is organised by the
management of the employees so that they can make growth and development in their ability and
competencies. In Tesco, the administration provide training and development programs both
existing and newly hired employees so that they can get information about new application and
make development in skills or knowledge (Noe and et. al., 2015). The administration of
respective company provide different kind of training programs to its workforce like shadowing,
coaching, job rotation and mentoring etc.
Benefits for employees- Training and development is beneficial for worker because it
help in making development in employees skills and knowledge. This HRM practice is crucial
for personal and profession growth of the workforce. With the assistance of this kind activity
they gain information about new things like technologies etc.
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Benefits for employer- This HRM activity is important for employer because when
company provide training to manpower then employer have trained employees for their specific
task (Sagwa, K’Obonyo and Ogutu, 2015). Trained workforce help in accomplish the task aims
and objectives in accurate manner on set time frame.
Flexible work practice- It is an important HRM practice in which company make flexibility in
their way of working and operating the business of the company. In Tesco, for this management
of the company offer flexible working option and employee choice to its employees in different
terms such as work reported shifts, work from home, part time jobs etc.
Benefits to employees- It is important to employees because it assist in devising work life
balance. This HRM practice will be benefited to workforce of the company because by adopting
this choice they can spend their time with family. It will help in reducing stress and get
employment according to their choice.
Benefits to employer- It is beneficial to employer because if company provide this option
to workers then work load will be reduce. Employer will make focus on their work and
accomplish their target and goal.
Performance appraisal- It is a process of determine and examine employee performance. In
Tesco, administration of the firm can organise this activity monthly and annually basis to
monitor execution of its employees. It is conducted for rewarding employees as per their
working performance in term of bonus, incentives, trips etc.
Benefits for employees- This HRM exercise is essential for employees because it
motivate them. It assist in providing financial and non-financial benefits to them in term of
remuneration, vouchers, trips, incentives etc.
Benefits for employer- It is beneficial to leader with the help of it, they aware with
skilled, knowledgable and qualified employees who can be beneficial for their project and task
(Shen and Benson, 2016). This practice help in encouraging workforce so the task in which
they perform complete on time and also help in achieving employer target and they also
rewarded for it.
P4. Evaluation of the effectiveness of different HRM practices
There are various human resource exercise which are crucial for developing gainfulness
and productivity of the company. The description of them are as below:
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Training and development- It is a procedure of improving and developing workforce
skills and competencies so that they can do their work with more power. For example, in Tesco,
the management of the company supply training and learning composer so that they can aware
with the new technologies and increase their knowledge (Stewart and Brown, 2019). It assist the
company when the firm use new technologies then employees can do their work and task in
efficient manner and complete the work on time without any issue and complexity. This help in
maximising productivity and profitability of the company.
Performance management- It is another effective HRM practice which is effective for
analysing and evaluating employees performance in a specific task. In Tesco, with help of this
activity, the firm monitor employees performance so that if workers are not perform well then
organisation can organisation can provide training to them. If they executed well then they can
rewarded for their good performance. It motivate employees and they do their work with more
effectiveness and use their all efforts. This help in increasing productivity and profitability of the
company in adequate style.
TASK 3
P5. The importance of employee relations in respect to influencing HRM decision making
Employee relations indicates to an organisation's efforts to manage and maintain
relationships among employees and employer. A company which have good employees relation
can provide fair and agreeable treatment to its workforce so that they will be attached with their
jobs and loyal regarding organisation. In Tesco, if the management of the company adopt or
implement effective policies and laws which are good for organisation as well as employees then
workforce easily adopt them in effective manner and work according to them (Albrecht and et.
al., 2015). It beneficial for the flexibility of firm because if the law and policies in favour of
employees then it create positive impact upon employees. Because they easily adopt them do
their work in ethical manner. For example, in Tesco if the company will not provide flexible
working choice to employees then it create unfavourable impact because some people take
negative advantages in term of completing their flexible manner which increase the cost and
minimise productivity. In context of it, decision making of the company will be influence in
negative manner and the firm organise decision making process again.
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P6. The key elements of employment legislation and its impact upon HRM decision making
Equality and Diversity Act 2010: This act came into existence on 1st October 2010. It
combines 116 isolated pieces of legislation. Equality and diversity act provides a lawful structure
in which every employee gets equal opportunity in all fields like salary, incentive and
promotions. This act ensure that every employee would get fair and equal treatment in Britain
(Altenburger and et. al., 2015). Many acts and regulations are merged in this act like Balanced
Pay Act 1970, race relation 1976, sex discrimination act 1975, disability discrimination act 1995,
the employment equality regulations 2003. The retail giant Tesco Limited human resource
manager have to ensure that would be no discrimination among employee. Personnel manager
must treat every employee in fair and equal manner.
Working Time Directives: To prevent exploitation of employees, European Union
introduce a statute law called working time directives. All EU member states have to abide this
law. This law provides certain rights to employees which HR manager have to provide them.
These rights are right to rest 11 hours each day, right to one full day off in a week, right to 5.6
paid leaves in a year. Company's HR manager cannot force workers to work more than 48 hours
in a week. Tesco' HR manager have to assure that there should not be any sort of exploitation of
employees. Company should allow them to take sufficient rest so that they can work more
efficiently and effectively.
National Minimum Wage Rate UK: National minimum wage or national living wage is
the least possible remuneration company have to provide to their employees. All workers
entitled to be paid minimum wage declared by the government of UK. Minimum wage rates for
employees aged 25 or older and apprentice are 8.21 and 3.90 pound respectively (Aryanto,
Fontana and Afiff, 2015). Tesco HR manager have to set their compensation structure in such a
manner that every employee get minimum wage alleged by government of UK.
Sex Discrimination Act: Sex discrimination act came into force in 1975. This act protect
employees from facing secernment on the basis of their gender. This act assure gender equality
in work places. Tesco limited have to take into account that there should be no discrimination on
the ground of an individual's gender. HR manager have to compensate equal remuneration to
both men and women. Grievance policy and leave policy must be fair and equal for both men
and women.
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TASK 4
P7. The application of HRM practices in a work related context
HRM activities provide a plate from to workforce of the organisation for growth and
improvement of the company in which specific company operate. For recruiting skilled and
talented workers organise process of recruitment and selection (Baum, 2015). In Tesco, the
administration perform different HRM practices like training & development, performance
management, recruitment and performance appraisal etc. The company provide training to
existing and newly hired workforce so that existing employees can make development in their
skills and new workers can aware with the rules and regulations of the firm. With the help of
performance management, it can analyse workers execution and rewarded them so that they can
feel motivated.
Job specification for HR executive
Job description
Position: Human Resource Executive
Organisation: Tesco Plc
Job purpose: The company is searching an HR executive to administrate organisation's
recruiting, learning and development and employees performance programs. The person
executes the basic functions of the HR department, handling areas like personnel management,
social welfare and the fixture of HR records.
Roles & responsibilities:
 To develop fair HR policies and assure workforce understand and comply them.
 To manage worker's grievances and prepare salary statements.
 Responsible to manage workplace safety issues and manage insurance-related issues.
 To maintain and update regular and day to day database like per5sonbal file and data of
each employee.
Requirements:
 Bachelor's degree or equivalent in Human resource and organisation development.
 Master's of business administration in Human resource with the specialisation in
organisational behaviour and organisation development.
 1 experience as HR executive from a well reputed company in UK.
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Person specification for HR executive
Basis Essential Desirable
Qualification  Bachelor's in business
administration in
human resource.
 Master's in Business
administration in
Human resource
management.
Other educational diploma in
Human resource and in related
field.
Skills  Good communication
and management skills.
 Effective problem
solving and decision
making.
To have knowledge about
database, computer and IT like
Email, MS office and others.
Experience  1 year experience as
HR executive from a
reputed company.
 2 years experiences as
HR assistant.
2 years experience as HR
administrator in a MNC in UK.
Documentation of preparatory notes for interviews
To organise interview, it is crucial to to prepare notes to conduct several types of actions
and activities which are needed for evaluating knowledge and competencies of interviewees.
Before conducting the activity of interview, the interviewer design notes regarding question of a
particular job position, set timing criteria for taking interview and develop their skill so that they
can recruit or choose qualified and knowledgable applicants.
There some interview question which can be crucial for hiring applicants for HR
executive post. It is important for both interview and interviewer to have effective information
about them.
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 Tell me something about yourself in brief.
 How do you stay informed about updates to labour laws?
 What is your most difficult phase in recruitment lifestyle?
 What is your management style?
 What kind of recruitment methods would you prefer?
Job offer latter for HR Executive position
Mr. XYZ
Tesco Plc., UK
Date: 31/01/2020
To
Mr. ABC
We are delighted to provide information that you have been selected for the post of HR
Executive in Tesco Plc. If you are interested for this job then kindly fill the form which is
provided on our company website(www.tescoplc.com) within five days.
Roles and responsibilities:
 Make participation in planning and development of recruitment and training process.
 Record, maintain and monitor attendance to assure employee punctuality.
 Manage and conduct several welfare activities and operations.
 Update communication channels on daily basis.
CONCLUSION
From the preceding explain information, it can be summarise that human resource
management is an effective process and activity of managing employees and business function of
a company. It assist a business company by executing different activities and practices like
recruitment & selection, training & development, performance management and others. These
different HRM practices are effective or beneficial for employees and employer for their
personal and professional development. Effective employees relation are essential for the growth
of the company and employment legislation are important for ethical operation of firm. Different
HRM application like job description, person specification, interview questions are effective for
hiring skilled employees.
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