HRM in Asian Socialist Economies: A Comparative Study

This assignment delves into the intricacies of Human Resource Management (HRM) within Asian socialist economies undergoing transitions. Focusing on China, Vietnam, and North Korea, the task entails examining HRM policies, practices, and challenges faced by these nations as they adapt to market-oriented reforms. Key aspects include strategic knowledge management, innovation performance, high-performance work systems, and cultural differences impacting HRM. The assignment also considers the importance of HRM practices in organizations and the role of employment legislation.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Functions and purpose of HRM.............................................................................................3
P2 Advantages and disadvantages of different process of recruitment and selection at Tesco
plc................................................................................................................................................4
P3 Advantage of various practices of HRM for both workers and employers...........................7
P4 Effectiveness of various practices of HRM...........................................................................8
TASK 2............................................................................................................................................9
P5 Importance of employees relations that impact on HRM decision making process in Tesco
plc................................................................................................................................................9
P6 Key components of employment legislations......................................................................10
P7 Explain key components of employment legislation which give influence on making
decisions of HRM.....................................................................................................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management is a process of choosing a correct applicant for a right job
so that organisation can meet its targets as well as objectives properly within a limited period of
time (Arnaud and Wasieleski, 2014). Department of HR mainly concentrate on compensating
and training of workers. It includes various functions like as compensating, staffing etc. Tesco
plc conduct enterprise activities in around 12 countries across Asia and Europe. It was founded
by Jack Cohen in 1919. They are having around 6553 retail stores in all over the world. Earned
revenue is £ 55,917 million in 2017. In this report, discussion will be about roles and
responsibility of HR manager.,Advantages and disadvantages of different recruitment methods as
well as their benefits on employers and employees as well as key components of employment
legislation influence on HRM decision making process. It will also cover importance of human
relations with impact on human resource management.
TASK 1
P1 Functions and purpose of HRM
Manager of HR introduce program of training and development for their employees
which raise their professional knowledge and skills. Through these programs workers are able to
manufacture quality services and products that aid to achieve consumers satisfaction. HR
manager have different responsibilities as well as role at a working environment for managing
workers performance. Certain important HRM functions are given below: Recruitment and selection: It is an one of most important human resource management
function as they make plans and techniques for hiring talented workers. Human resource
manager prepare job specification and description for selecting employees. They prepare
a planning of interview the analysing workers skills as well as capabilities. After this,
they analyse their needs with abilities of candidate (Bardoel and et. al., 2014). Then
choose accurate one as per needs of organisation. Tesco plc manager of human resource
have made a plan of recruitment and selection for choosing suitable workers at a
working environment. Training and development: HRM is organizing event of training and development at
working environment for improving workers knowledge as well as skills. They analysed
workers learning capabilities as well as their styles through that they can choose a
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training techniques. Different kind of training techniques such as on the job training-
internship, assignment, coaching, job rotation etc. as well as off the job training-
conferences, management education, simulation, lecture, case study, role play etc. Tesco
plc are using a training methods within their working organisation are role play and
education for increasing employees performance as well as productivity. Workers retention: It is a very typical task of HR manager which aid in enhancing
workers retention at a working environment. They are using different techniques for
employees such as benefits, career, work content, affiliation, pay and many others. These
all techniques helpful for HR in conducting decisions procedure for retention of
employees (Chelladurai and Kerwin, 2017). By that they are able to encourage workers
towards work. Satisfying consumers needs: By skilled workers, product and services quality are
improved and it help in achieving consumers satisfaction as well. Tesco plc management
is organizing research to know customer's wants as well as needs by developing
employees knowledge along with its skills. By this, company are able to manufacture
quality and innovative products that fulfil needs of consumers properly.
HRM purpose
By HRM organisation are able to hire and select workers at their working environment
for operating entire enterprise activities in an proper way within a limited period of time. They
play an important role in employees retention at a working environment. Hence, it will aid in
improving overall workers turnover within the organisation. Manager of HR decline disputes
between management and workers. By this, motivate workers will help in enhancing their
performance properly (Collins, Zhu and Warner, 2012). HR executive are organizing training
event that increase employees self confidence as well as its capabilities. They motivate workers
participation in process of making decisions with management that boost employees moral in a
positive manner. Aim of HRM is cant limit to one department their performance plans are
affected to entire Tesco plc properly.
P2 Advantages and disadvantages of different process of recruitment and selection at Tesco plc
In a company, two kinds of recruitment process are like external and internal which are
used to hire employees at a working environment. External sources are advertisement, exchange
program, work of mouth, deputation, campus recruitment, employment agency and many more.
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In internal sources, formal workers, transfer, promotion etc. selecting a most accurate employees
are very necessary for an company for enhancing higher productivity. Some important methods
of selecting application form, aptitude test, personality, interview etc.
Advantages and disadvantages of certain methods of recruiting process are given below:
Types of Recruitment
process
Advantages Disadvantages
Internal Hiring process  It saves resources and
time of an firm.
 By this method, company
aid in encouraging
workers which affect their
performance in a positive
manner.
 By using this internal
sources, Tesco plc are
able to decline their rate
of workers turnover at
working environment.
 This method assist in
managing positive
workers relation (Glover
and et. al., 2011).
 By this method HR
manager are able decline
employees disputes.
 It is a narrow idea of
recruitment sources.
Hence, limit workers
potential.
 It raise disputes within
employees. Such as if
one workers get
promoted but other side it
will demotivate to others
workers.
 Some time Human
Resource manager give
priority to specific person
and through that others
get ignored which raise
disputes between
employees and
management .
External Hiring process  By using this method
company enhance their
performance by giving
opportunity to new
workers which give new
 Hence, decline workers
work satisfaction.
 Loss career opportunities
for aged employees.
 Need lots of time and
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and innovative ideas of
working.
 Enhance organisation
positive image at working
environment.
 Give equal opportunist to
all applicants.
 Decline training and
development cost by
recruiting skilled workers.
money.
Advantages and disadvantages of different selection process:
Types of Selection
process
Strength Weaknesses
Interviews  This process save resources
and time of the organisation
(Guest, 2011).
 By using this method HR
manager are able to match
their needs with applicants
knowledge and skills .
 Some time applicants
mislead interviewers by
giving false
information.
 Preparing a
questionnaire is not an
easily work.
Personality test  By this method,
interviewers are able to
understand applicants
personality as well as match
them with their needs.
 Examining applicants
personality is not an
easy work.
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Aptitude test  By this, company know
applicants analytical
knowledge which aid to
perform better within
workplace.
 Only aptitude test can
not shows applicants
are having capability or
not.
P3 Advantage of various practices of HRM for both workers and employers
HR activities are very necessary for employers and workers as well. It aid in improving
employees productivity as well as performance. By this it assist in improving consumers
satisfaction for enhancing sustainability for a long time at a place of market. By effective
practices of human resource management, Tesco plc help in gaining competitive advantages at a
marketplace. Some important advantages of HRM for employers and workers are given below:
For employees Disputes resolution: By effective practices of HRM, companies help in solving workers
disputes at a working environment. They develop policies as well as rules which are
followed by all management and employees. Tesco plc are using these techniques at
their stores which aid in eliminating disputes. Hence, improved workers relations as well
as their performance (Hobfoll, 2011). Managers apply all these regulations for achieving
objective and goals in an proper way within a span of time. Hence, give advantages to all
employees in Tesco plc. Training and development: It is an responsibility of human resource manager to
conduct program of training and development for employees to increase professional
attitude as well as performance towards work. Therefore, they examine gap between
desire and actual skills and choose a proper method of training for improving capabilities
as well as knowledge. Event of training and development are an advantage for workers
that give growth opportunity in their career and enhance moral as well as self-
confidence. Workers relations: It is necessary for company to run entire enterprise activities in an
proper way. HR of firm are using plan as well as techniques for establishing strong
relations within workers. Some main advantages of healthy employees relations are
teamwork, supervision, quality of life and many others. Hence, it improve workers life
and their thinking towards work (López-Nicolás and Meroño-Cerdán, 2011).
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 Information resources: HR execution build a strong process of communication at a
working environment. Workers exchange their knowledge and their experiences with all
employees for meeting common goals and objectives in a limited period of time. So,
that information linked to work has to spread in entire company.
For employers Strategic management: Organisation management are using human resource techniques
for developing plan for managing all enterprise work properly. Tesco plc develop
techniques for applying policies as well as rules at a working environment. Risk and safety management: It is an HR manager responsibility to maintain a safety and
healthy working environment for improving workers presentation. Tesco plc use this
method as well as decline uncertainty and risk factor within a retail store. Liabilities issues: HRM practices decline company liabilities such as process of
recruitment and selection, training program, appraisals, demotion, promotion etc. These
all tasks are very necessary for organisation for achieving a competitive benefits at a
marketplace (Messersmith and et. al., 2011). Employees satisfaction: By human resource practices organisation are able to enhance
workers satisfaction which aid in improving services and products quality.
P4 Effectiveness of various practices of HRM
Practices of human resource management is very effective for an company performance
by which they are able to make a positive image of brand in the mind of consumers. Different
kind of effectiveness of various HRM practices which affect Tesco plc productivity as well as
profits which are discussed in detail below: Effectiveness of learning and training program: Managers of HR changes workers
capabilities as well as skills by conducting training program at a working environment.
Through these learning programs, organisation enhance quality of products which aid in
improving consumers satisfaction. So that all over profits can be raised (Importance of
HRM practices in an organisation, 2018). Effectiveness of performance management system: It is a process where commerce
department involve its group members as well as individual which improves
effectiveness of organisation for meeting missions and goals. Tesco plc are analysing
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employees performance by using this structure within the company. Hence, aid in
enhancing sustainability along with higher profits within the marketplace.
 Effectiveness of flexibility in an company: If organisation are flexible in their
operations that aid in achieving work effectiveness. Market environment is uncertain that
affect enterprise activities negatively. HR manager of Tesco plc are using techniques for
managing modifications in their workplace.
TASK 2
P5 Importance of employees relations that impact on HRM decision making process in Tesco plc
For gaining a competitive advantage at a market. It is necessary for HR manager to
maintain strong relations among workers within the organisation. Hence, improve employees
performance and services as well as products quality. By this functions, business are able to
maintain positive image of brand within consumers mind that aid to improve consumers
satisfaction. Human resource managers develop different techniques and plans for building
strong workplace. Maintaining a workers relations which impact on making a decision process of
management (Warner, M. ed., 2014). As they cannot take decisions alone they want various
suggestions from all the members of staff. So that HR executive are motivated for participating
workers with management for making a decisions. Some of an important of making relations
with employees which impact on HRM decision making which are discussed below in detail:
 By making a strong relations within workers for meeting task easily. That assist in
organisation for making decision process. Duties must be divided within all members of
team for completing a given task within a limited period of time.
 If all particular person can work with each other then firm will become a happy, safe and
healthy workplace. If employees are discussing things with others members. Work or
targets tensions may automatically eliminate as well as employees feel better. Process of
communication should be strong within business which assist in improving employees
relations (Vaiman and Brewster, 2015). Hence, it effect decisions of management of
Tesco plc.
 By strong relations within all members of staff, manager of HR can eliminate disputes
within all workers. Hence, improve individual focus towards work.
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 Human resource manger develop healthy workplace within the company by which they
encourage particular person. It make them feel secure as well as confident. Trust among
all employees are very necessary for Tesco plc for meeting objective as well as goals in
an proper way.
 By healthy and strong relations between individuals. Organisation management are able
to decline rate of workers turnover along with absenteeism within a working
environment. Therefore, strong relations between all staff members those who spread
positivity within a workplace.
 It is necessary to maintain warm relations with others staff members because they are in
need of it. By this, applying of management techniques as well as plan are easy.
P6 Key components of employment legislations
Employment legislation help in saving workers rights within the company. UK
government are developing legislation which are necessary for all organisations to apply their
rules and regulations at a working environment. The main aim behind this policies is to decline
discrimination within employees as well as give equal opportunity to them. It assist in both new
along with previous workers to feel safe and secure workplace within the firm.
Laws is an responsibility of manger of Tesco plc to follow the government bodies for reducing
discrimination are discussed below: Equal Payment Act: This act give right to workers for receiving equal pay as well as
salary at a same time. It is restrictedly prohibited for organisation to pay salary to
employees as per sex, age etc. Disability Act: During a time of recruiting, it is necessary to give equal opportunity to a
person who are disable and they have to treat them equally. If any people will not behave
in a right way along with disable applicants then they will punish legally by higher
authority and government as well (Key element of employment legislation, 2017). Equal Opportunity Act: Organisation provide equal opportunity to all employees for
recruitment & selection, leaves, salary, bonus, compensation, transfer and many more. By
this it help in increasing workers performance as well as motivation. Tesco plc follow
this act of government legislation for meeting objectives and goals in a given period of
time.
Some main legislations impacts on HRM decision making are given below:
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Defining positions: It is mandatory for organisation to explain in detail about job roles as
well as responsibilities for new applicants clearly. They give detailed information to them linked
with their companies position. Tesco plc also follow these rules along with that manage workers
satisfaction.
Giving compensating: It is an companies responsibility to give equal opportunity for
earning compensation to all employees. Hence, it aid in improving workers moral as well as their
positive perception towards organisation. Tesco plc management discuss about salaries and
wages with employees such as terms and conditions of job, working hours or days and many
others (Tochaee, Hosseini and Reihani, 2016).
Ensuring equality: Organisation management build equality within employees in a
working environment. It includes racism, colour, nationality, age, sex, religion etc. it
discrimination is occurred at a working environment then workers can complain it to legislation
department. It is an responsibilities of HRM of Tesco plc to maintain legislation within a
working environment.
P7 Explain key components of employment legislation which give influence on making
decisions of HRM
Managers of HR of Tesco plc are recruiting and selecting a best applicants for their
organisation. They carry out the process of job analysis for filling positions which are available
within the company. They are having a position of HR manager within a retail store. For full
filling these vacant position by manager for firm to develop job specifications which are given
below:
Job specification:
Specification of job
Details of Job:
Post: Human resource manager
Department: Personnel management
Purpose of job:
Manager are responsible for recruiting and selecting employees for retail store.
They give support to workers as well as encourage them for meeting objectives and goals
within a limited time period.
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Role and Responsibilities:
 Maintain healthy workplace.
 Determine rules and policies within workplace.
 Maintain employees relationship
Curriculum Vitae
Curriculum vitae
Name:
Email:
Personal contact:
Permanent Address:
Objective: Responsible for managing all enterprise activities properly. Able to enhance
employees productivity at retail store. Leadership skills as well as abilities of working in group.
Education Qualification:
Fields University Grade Passing year
MBA in HR ASCV university A 2017
Graduation in
commerce.
BDFY University A+ 2011
Diploma in HR. VGUU College of
London.
B 2012
Experience:
Minimum two years of experience in human resource field.
Skills:
 Good communication skills
 Punctual
Creation of interview structure
HR executive collect different CV for all interested candidates. Hence, companies
management develop effective strategies and plan such as offer letter, questionnaires etc.
Offering offer letter
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HR manager choose a best applicant as per companies demands and needs. After
choosing desire workers business will give an offer letter to applicants. It contain date, position
of job, compensating etc.
Evaluation
It is an last step of hiring process. They give training to new workers for making families
with their workplace. It take approx sex month of probationary period.
CONCLUSION
From above report it is concluded that HR functions are necessary within the company
for gaining sustainability at a market. In this report, Tesco plc help in analysing human resource
which influence on firm and its performance. They establish strong human relations at retail
stores which aid in gaining objectives and goals within a limited period of time. Employment
legislation are followed by organisation as it also eliminate disputes within employees.
Companies follow laws like as equal payment act, disability act, equal opportunity act etc. it also
impact on HRM decision making as well. Manager develop job specification along with CV for
choosing best applicant within the organisation.
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REFERENCES
Books and Journals
Arnaud, S. and Wasieleski, D .M., 2014. Corporate humanistic responsibility: Social
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Bardoel, E.A., and et. al., 2014. Employee resilience: an emerging challenge for HRM. Asia
Pacific Journal of Human Resources. 52(3). pp.279-297.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Collins, N., Zhu, Y. and Warner, M., 2012. HRM and Asian socialist economies in transition:
China, Vietnam and North Korea (pp. 598-619). Edward Elgar Publishing.
Glover, W. J. and et. al., 2011. Critical success factors for the sustainability of Kaizen event
human resource outcomes: An empirical study. International Journal of Production
Economics. 132(2). pp.197-213.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Hobfoll, S. E., 2011. Conservation of resource caravans and engaged settings. Journal of
occupational and organizational psychology. 84(1). pp.116-122.
López-Nicolás, C. and Meroño-Cerdán, Á. L., 2011. Strategic knowledge management,
innovation and performance. International journal of information management. 31(6).
pp.502-509.
Messersmith, J. G. and et. al., 2011. Unlocking the black box: exploring the link between high-
performance work systems and performance. Journal of Applied Psychology. 96(6).
pp.1105.
Minbaeva, D., and et. al., 2014. MNC knowledge transfer, subsidiary absorptive capacity and
HRM. Journal of International Business Studies. 45(1). pp.38-51.
Purser, H. R., and et. al., 2015. Definitions versus categorization: assessing the development of
lexico-semantic knowledge in Williams syndrome. International journal of language &
communication disorders, pp.1-13.
Tochaee, E. B., Hosseini, H. M. and Reihani, S. S., 2016. On the fracture toughness behavior of
in-situ Al-Ti composites produced via mechanical alloying and hot extrusion. Journal of
Alloys and Compounds. 681, pp.12-21.
Vaiman, V. and Brewster, C., 2015. How far do cultural differences explain the differences
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Management. 26(2). pp.151-164.
Warner, M. ed., 2014. Confucian HRM in greater China: Theory and practice. Routledge.
Online:
Importance of HRM practices in an organisation. 2018. [Online] Available through:
<https://www.managementstudyguide.com/importance-of-hrm.htm>.
Key element of employment legislation. 2017. [Online] Available through:
<https://businesscasestudies.co.uk/business-theory/people/employment-
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