Human Resource Management

Recruitment Process

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Brief description regarding functions of HRM & relevance of workforce planning and
resourcing within organization....................................................................................................3
Explanation of strength and weakness of approaches use for recruitment & selection process.5
TASK 2............................................................................................................................................6
Brief description of benefits of HRM practices for employee & employers..............................6
HRM benefits for employees.......................................................................................................7
Evaluation related with different HRM practices.......................................................................7
TASK 3............................................................................................................................................8
Brief description regarding reverence of employee relation for influencing HRM decision
making..........................................................................................................................................8
Identification of essential elements of employment legislation and their impact on HRM
decision making...........................................................................................................................9
TASK 4..........................................................................................................................................10
HRM practise............................................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Human Resource Management is part of management approach, through which
organization recruit, select , distribute power , responsibility and manage their work force in a
manner which help in achieved business goals. The main purpose of applying HRM strategy to
import best result from HR practices. This help in attain business profit by motivating and
influence employees (Ahmad, 2015). To understand the relevance of HRM Tesco has been
taken. This organization is run business activities in super market sector. It is consider as top
organization of United Kingdom which deal in super market. This report has been formulated to
find out function of HRM, its importance. Strength and weakness of various approach use for
hiring procedure. It also include benefits of employee and employer have when they use HRM
practices and relevance of legislation elements during decision making process related with
workforce of organization. This report also define benefits of using HRM practice with the
organization.
TASK 1
Brief description regarding functions of HRM & relevance of workforce planning and
resourcing within organization.
HUMAN RESOURCE MANAGEMENT: The term HRM is part of management
activity. It is systematic approach which used by organization to manage their human resource in
effective way. In other words Human Resource Management is procedure of create an angle,
formate policies and distribute responsibility which help in development of human recourse as
well as attain goal of organization.
Purpose of HRM: The main purpose of applying this approach within TESCO to build
strong corporation position of organization with market by using effective and efficient skills of
personal. As human resource consider as most essential elements of organization and motivate ,
workforce help in at6taing business goals with given time period. They are also help in decision
making procedure. Thus development of human beings and managing them for achieving
business target is the main aim of using this strategy with organization (Albrecht, 2015).
Function of HRM: Following are the main functions which Tesco 's HR department use

Human resource planning: The main function of this approach is to formulate strategies
as well s plan for future business activities for each department of organization. This is also
known as workforce planning. Following are the forecasting need of Tesco
Short term needs of forecasting tends
 Pressure to fulfil requirement in peak period.
 Instant requirement to complete and fulfil requirement of instant projects.
Long term tends
 Calculation of business growth
 Fulfil requirement of expert to supervise employees.
Recruitment & selection: They need to hire skills personal for organization thus they
select individuals on the basis of their experience and capabilities.
Job evaluation: This consider as essential function of HRM, they evaluate performance
of their workforce. Evaluate job and on he basis of that distribute responsibilities towards human
resources.
Training: HRM help in organizing training and development program which useful in
enhance capabilities of workers as well as useful for their personal growth. By organising
training programme organization able to enhance performance of undervalued employee as well
as those employee which are not able to understand the work policy .
E- HRM: Tesco 's department use HRM approach for handling their web based software
which he3lp in imagining work force by using digital technology. Theses are useful in record all
the essential business information related with employees data, payroll, training and performance
management (Brewster, 2016).
Performance appraisal: The main function of HRM is to formulate strategies , set
standard ,communicate theses standard target employee and on the basis of that evaluate their
performance. This will help in formulate business strategies related with providing reward,
promotion.
Resourcing: HRM is useful for distribute resource according to the needs of various
business departments. Managers by analysing needs of organization allocate resource .
It is really essential for allocating record in effect way as Tesco is multinational organization and
they have scare resource thus to maintain position in market and use resource in effective way.

Management department of Tesco use HRM strategy which help in run organization in effective
way.
Explanation of strength and weakness of approaches use for recruitment & selection process.
There will be 2 types of approaches use for recruitment by management department of
Tesco following are their strength and weakness
External recruitment approach: In theses types of approach organization recruit people
who is not belong with organization or related with external environment. By using
advertisement, job centre, campus placement and by contacting with recruitment agency Tesco
hire or recruit their workforce .
Strength
 Hiring people from outside help in introducing new talent within the organization. People
have knowledge experience and they share new ideas which useful for business growth.
 Management department have many option to recruit best employees for their
corporation (Cascio, 2015).
 Hiring personal from other countries or area help in promoting organization and build
positive image with market environment.
Weakness
 External approach is know as expensive business process as it require time as well as
huge cost for publish advertise related with recruitment, campus placement all activities
require large monetary resources.
 Internal issue arise with Tesco as they recruit personal which may create issue with
organization.
 Management department require expertise for recruitment procedure.
 Internal approach: In this type of process manager not hire personal form outside, besides
that they promote or transfer their organization's employee on the basis of requirement
and needs of corporation.
Strengths
 This is consider as cheap way for recruitment. By using internal approach manager able
to save and consume time.
 Personal need not take time for managing and introducing their new joiners as they
employee already know with the work process of organization.

 This tool is useful in growth and development of employee.
Weakness
 They have limited number for their recruitment process.
 Once employee get promote or transfer, organization need to hire another person to fulfil
their vacant vacancy.
 Their will be no new idea or skills that organization use from outside talent.
Selection: This is consider as the next step of recruitment process in which management
department hire or select best personal for their organization. Selection, the term can be define
as choosing of right candidate among many. Managers through application form or psychometric
test and by taking interview hire individual for Tesco.
Following are the strengths & weakness of their approaches.
Strengths:
 This type of method useful in finding out experience and skills personal on the basis of
reviewing each form.
 These methods useful in hiring best skilled personal as by using Psychometric tests
method managers able to find out abilities of individual who have great skills and
capabilities (DeCenzo, Robbins and Verhulst, 2016).
Weakness
 It consider as time consuming approach as is finding best candidate for vacant seat within
organization is consider as complicated procedure.
 By using application form method of selection it may be possibility that personal
information may be misuse by employers.
TASK 2
Brief description of benefits of HRM practices for employee & employers.
HRM is consider as best approach as it will beneficial for employee as well as employee.
Manager formulate policies and strategies which help in attain goals of organization as well as
their workforce too. Management department of TESCO use HRM for formulate planning,
training and development program and recruitment purpose . Following are the benefits of this
approach for employers

Organize culture: Tesco 's market has been spread all over the world, it is really
required to manage and create positive organization culture of the business corporation. By
applying managing tools and techniques of human resource management Tesco able to create
positive culture (Delery and Roumpi, 2017).
Plan for change: They on the basis of reviewing and analysing market as well as internal
environment condition change their organization policies. Which further useful for future
business activities.
Manage conflicts: HRM practices use in managing all the conflicts arise between
employee and employers. It useful in build positive working environment.
Ensure safety: Manager of Tesco on the basis recognizing requirement and working
condition proved safety m tools to those workers, it will help in reduce the chances of accidents
or any irrelevant risk aeries during the time of run specific business activities.
HRM benefits for employees
Insure security: Human Resource management management practices are help in
providing security for employees. As they on the basis of reviewing performance report
recognize organization 's financial performance. They also get compensate, retirement as well as
insurance benefits which help in provides them security regarding any future risk.
Finance benefits: Employees get financial reward they got promoted as well as
recognized by organization. As well these monetary as well as non monetary benefits are
provides on the basis of their performance. This useful for their personal growth .
Help in enhance motivation : Financial rewards and taking part in decision making
procedure help in motivate and influence employees which useful for attaining business goals of
Tesco (Mondy and Martocchio, 2016).
Increase living standard: Employee feel more secure regarding their job. Management
department of Tesco on the basis organize events and development program, Social event all
these useful in enhance living standard of employees.
Evaluation related with different HRM practices.
Tesco use different HRM practices which includes or consider, recruitment, HR planning,
job rotation, discipline, leave policy , formulate policies regarding promotion & transfer, legal
law and compensate related policies. All these practices play vital role within organization.
Following are the efficient in context with Tesco of HRM practices

Herzberg's theory: This theory states that in business organizations their will be 2 types
of factors which satisfied employment as well as on the other side, some elements which
become the reason of demotivating employee.
Job satisfaction factor: By providing effective working environment and good
atmosphere, management department able to enhance motivation, of employee,. For this purpose
they provides them rewards,, responsibility as well as growth.
Job dissatisfaction factor: Theses includes elements which become the reason of dis
satisfaction of employee, it includes adverse negative working conditions, relation with co
workers, salaries, statues all these directly impact employee.
Maslow theory: This theory based on the concept that employee motivation is influence
by various factors which they get on different stage of their employee life cycle. They need
completion of essential needs, safety, fulfill financial curtsey, belongingness, as well as personal
growth position useful in satisfy their self actualization need.
Create effective team: Recruitment and selection by using this practice Tesco able to
find out best human resource and create team of individuals which have great skills and
capabilities for find solution and engaged in business activities.
Build communicative environment: Theses practices are useful in create positive and
strong communication network among each level of organization 's hierarchy. Theses practice
help in create social connection among personal.
Measure performance: Performance appraisal technique help in measuring financial
performance of each department of organization. They on the basis of using these tools of HRM
find out best employee as well as those personal who are undervalued.
Control cost: By using performance evaluation tool management department able to find
out those activities which become the reason of generating high cash outflow. On the basis of
that management department formulate policies which useful in control cost.
Enhance work performance: HRM practices are useful in increasing quality of
organization by enhancing performance of their workforce. By giving reward as well as giving
employees chance for participate in decision making process useful in motivate employee
towards attain goals of Tesco.

Attain goal: Motivate human resource engaged in work with full dedication , this will
help in attain business short as well as long term goals within given business time period.
Competitive business advantage: Human resource consider as main element of any
corporation skilled and motivate workforce act as and consider in attaining competitive business
advantages. Tesco by using various HRM practice, training and development program, organize
event, and other social activities attract and build strong connection with employees which will
useful in attain competitive business advantage (Nankervis, 2019).
TASK 3
Brief description regarding reverence of employee relation for influencing HRM decision
making.
 Stake at the table: if the employees are involved in making the decision it also helps in
gaining the personal stake and overall success in the organisation. It helps in increasing
the productivity of the organisation. Tesco company employees have a good relation if
they work in an effective manner and have an chance to increase their position in a very
less time.
 Helps in improving morale: It helps in making the decision and increasing the morale of
the employees and make the communication easier with the seniors and their
subordinates. Tesco company can increase the morale of the employees by providing
them benefits and the loyalty which is important for making the good relations in the
company.
 Internal resources: It helps in making the decision and helps in saving the money and
time for long term and taking the employees from outside takes a lot of time giving them
training also requires time and money. Tesco company use the internal employees and do
their promotions as they have full knowledge about the company and save the time and
money both (Noe, 2017).
 Improves workplace relationships: participating in decision making helps in building
the good relationship between the managers and employees so that there is no
communication gap and everyone can share their views and ideas in a proper manner and
it is also a good way of gathering the information from the employees. Tesco company

have an meeting with the employees and gather the data from them. It helps in getting the
ideas and new innovation we do in the company for long term benefits.
 Discouraging conflicts: Good relation between the employees stop them to find the
faults in them and concentrates in their own work. Tesco company employees start
making good relations with the employees which make the friendly environment and start
helping each other to get the best results.
Identification of essential elements of employment legislation and their impact on HRM decision
making.
Legal law are consider as those rules and amendments which are essential for every
corporation wherever it was large or small, every organization need to follow and work
according to this manner. There will be various act and law which are recognized by Tesco while
run HRM practices within the organization
Theses include, equal remuneration act, Minimum Wages Act, Maternity benefit Act, Retirement
benefits related amendments etc. Following are some relevant elements which directly impact on
decision making process of Tesco
Equal opportunity:During the time of formulate policies related with management
department, HR needs to formulate those policies and distribute responsibility , power in a way
that every one get the right and power they deserve.
Fair decision: According to the Equality Act it is essential for manager to take fair
decision (Stewart and Brown, 2019).
Working time: Timing schedule should be plan according to the time which beneficial
for employee, worker as well as organization. They need to formulate time schedule in which
employee get enough time for lunch. It is essential to formulate policies which is related with
working time as on the basis of that managers find out those employee which not able to
complete work in effective manner.
Wages & remuneration: Manager take decision of fix wages and remuneration of
worker by analysis performance, skills and capabilities. They plan for wage and remuneration on
the basis of following rues of Wages Act.

Working condition: Organization according to the law, need to provides secure working
condition. They need to facilities all the essential tools or serves employee require during the
time of fulfil their businesses responsibility.
Social security: Plan and strategies has been formulated on the basis of providing
security, insure and compensate to employers in case of accident.
Retirement benefits: HRM are useful in providing retirement benefits to organization's
senior employees as it is really essential.
Trade union rules: They also need to formulate policies and provision which is related
dealing with trade unions.
TASK 4
HRM practise.
There will be many practices which is help in managing human resource. But recruitment
and Selection consider as essential HRM practice. As theses proved base for managing all the
relevant business employee of Tesco.
Rational: The main purpose of using recruitment policy for organization is to hire best
working employee for business corporation. They need to select and fulfilled vacant seat the
right person who deserve and able to take responsibility of particular position (Stone and
Deadrick, 2015).
Job description
HR Executive
Reports to: HR executive will report to HR manager.
Job overview: The role of HR executive is to observe the whole work force environment and on
the basis of find out requirement of employee and fulfil needs of their work force. Hire skills
personal for organization.
Responsibility
Supervise workforce.
Manage employee.
Manage dispute.
Qualification
An MBA having 2 years of working experience.

Senior HR Manager
Tesco
Offer letter
Dear ABC
We, at Tesco are pleased to inform you that you are selected for the post of HR Executive in our
company. We are sure that you are capable to work with full of your capability.
You are hiring at such a position which require effective communication skills. We are
confident that you are capable to fulfil all your responsibilities.
Position- HR Executive
Location: Welwyn Garden City, United Kingdom
Work Hours: 10 hours
Monthly Compensation: 50000 pounds + incentives
We hope that all essential information are communicated to you by our HR team.
Senior HR Manager
Tesco
Policy statement of Recruitment & selection method
Tesco need to hire sales executive manager.
For recruit sales executive they need to hire personal which have experience of more then 5 year
in marketing field. Individual also have degree of management and knowledge of sales field.
They use external method for recruit sales executive for their organization.
They give advertisement within new paper as well as on their recruitment portal. On the
basis of that they got application from all over the world.
They use physiological test method during their selection procedure. On the basis of that
they analysis all the application form and for hiring purpose they select those candidate who
match their criteria of requirement.

By using HRM practice management department able to find out those candidate who
match their criteria. They take interview from each of candidate and on the basis of their
knowledge regarding particular field, experience qualities manager hire candidate which mostly
suitable for profile of sales executive.
Merits of HRM practices:
Theses practices are benefits in order to enhance motivation of workforce of organization.
Help in build coordination between team mates.
Useful in attaining long term business goals.
Benefits for attaining competitive business advantage.
Help in creation of positive atmosphere.
Demerits of HRM practices
Become the reason of internal coherences.
Top management is not support theses practices in effective manner.
HRM practices are not reliable as these are newly developed concept.
Theses practises are help in finding out best employee as well as recognize the basis of
that business corporation able to formulate effective policies which useful in running future
business activities. Manager of Tesco by applying these business activities able to work in
effective manner. They need to find out best employee by using internal recruitment procedure
also. As in this method they can select employee who belong to their organization and have great
experience (Stone, 2015). However external recruitment practice are more beneficial as by using
this they can able to find out those personal who can give them new business ideas as well as
help them for identifying new market and best sales practices and strategies which help in
attaining future business goals.
CONCLUSION
From the above analysis it has been concluded that Human Resource Management
approach help in maintain strong position of organization by managing their human resource in
effective manner. Functions and practices related with recruitment, compensation, social
security, wages and remuneration, training. All these function are help in development of
organization as well as employee also. By applying this strategy manager able to find out best
candidate for their vacant profile. They use internal as well as external approach for hiring
through which they can promote their organization. Manager take decision n the basis of

recognizing all the essential legislation elements. By applying relevant HRM practices
organization able to motivate their employee which useful in attaining sustain competitive
business advantage.

REFERENCES
Books and journals
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Brewster, C. and et. al., 2016. International human resource management. Kogan Page
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Cascio, W. F., 2015. Managing human resources. New York: McGraw-Hill.
DeCenzo, D. A., Robbins, S. P. and Verhulst, S. L., 2016. Fundamentals of human resource
management. John Wiley & Sons.
Delery, J. E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
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Mondy, R. W. and Martocchio, J. J., 2016. Human resource management. Pearson.
Nankervis and et. al., 2019. Human resource management. Cengage AU.
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