HRM Practices Application Examples

This assignment requires students to analyze the application of Human Resource Management (HRM) practices in various work-related contexts. Students must utilize specific examples to illustrate how different HRM practices, such as recruitment, training, performance management, and compensation, are implemented and impact organizational outcomes. The goal is to demonstrate a clear understanding of HRM concepts and their practical relevance.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
P1 Purpose and functions of human resource management in TESCO company......................1
P2 Strength and weakness of approaches of recruitment and selection.....................................2
P3. Different HRM practices benefiting the management and employees................................3
P5. The importance of employee relations in respect to influencing HRM decision-making....5
P.6 key elements of employment legislation and the impact upon HRM decision making........6
P7. the application of HRM practices in a work-related context................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management assist with recruiting, selecting, providing proper orientations
and inductions parts,proper training and developing skills. It consists all the function of HRM and
it is pervasive in nature means it is present in all industries. It is helpful for maintaining
relationship with organization. TESCO company follow all the functions of human resource
management these are the functions all mentions on this file. TESCO identifying the organization
need and its business strategies and goals in HRM department.
P1 Purpose and functions of human resource management in TESCO company
Human resource management is the process of recruiting, hiring, developing and managing
of an organizations. Human resource is the part of management it is necessary for every
organization for managing the whole company employees. Human resource management refers to
employing people, proving training and compensations them and mainting the human relations
(Hendry, 2012). The TESCO company has following the purpose coordinates of whole
organization people to achieve a common objective of the business. They fulfil employees staffing
need,and maintaining the satisfactions level of their employees. TESCO HRM focus on internal
part of company means managing the proper use of people, process, technology. They
identifying the need of the business goal , employee need then they match and achieving the
goal of the business. They following the systematic forecasting both the future demand and supply
of employee and main purpose developing their skills. Human resource is the planing of
identifying the presently and future human resources need of the company.
TESCO HRM is followings some functions like as planing process. planing is the main
functions of human resources what is done , who is to be done and when so, planing is must for
every business with out planing no any organization judge how many employee recruit,how many
staff, how many leave company(Chambers and et.al, 2012.). They also focus on evaluated the
strategies of business and improving the performance of business. They providing the training of
employee foe developing the skill , and career development. They are always tries to achieve the
goal of the business and employee management. They followings the recruitment and selection
process also and goal of these process to provide a job qualified applicants. Recruitment and
selection is very important for every organization because it judge the motivated and qualified
employee. TESCO make a budget plan it is depend only far-casting the employee for a long term
goal. They main focus on followings all the functions relate with human resource.
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Many organization not providing the orientations program to the new employee. But
TESCO providing the orientations program to new employee and help a new employee how to
adjust himself in the company. This is fundamental steps how to adjust with existing employee and
how to adjust with his work (Berman and et.al, 2012. ). This program is very helpful for every
employee to know his assigned duties, work and job descriptions and how to maintaining the
relationships with seniors.
P2 Strength and weakness of approaches of recruitment and selection
Introduction of recruitment and selections:
Recruitment is the procedure of selecting the qualified person according on particular jobs.
Recruitment is the process of finding some qualified persons and hiring the best candidates from
outsides the organization for opening the jobs. The process of recruitment refers to the available
requirements of jobs, attract peoples that particular jobs and select the new employees. Selections
is the also part of human resource management it is very important after recruiting then we select
some qualified candidates like good in soft skill, candidates may have how to build a team , how to
maintaining the relationship with others employees. Selection is very important part of very
organization because it reduces the mistakes,unmotivated, unqualified person.
Various approaches to selections and recruitment:
systematic approaches to recruitment and selections is very effectively to the organization
planing is the first and important approach in recruitment and selection process. Filling a roll
means doing a job related work and deciding how to fill its roll and how to fill decisions. Select a
best person for the role its effect also come in positively way. The main approaches recruitment
and selections considered with planing .
1. Advertising and assessment requirements: It is the part of external advertising and public
services and filling the decision tree with the help of advertising and assessment . All the
functions of recruitment and selections design by these approaches. The
strength of this approaches to identifying the external and internal method of the recruitment and
selections t and connect with a well qualified person. The weakness of this approaches it is very
long time process not easy to find right person though advertising and assessment.
2. Features of roles: It is considered with the developing role of the recruitment and
selection. It is related with the attracting the candidates , screening and design assessment.
The strength of this approaches is providing a role and firstly take a screaming test ans
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written test also the assigning a job role. The weakness of this approaches it is difficult to
every organization to giving a responsibilities of a work with out training and it is also
long term process.
3. Job descriptions: it is the systematic approaches includes all the details related to the jobs
and responsibilities. Job descriptions is the small business part in the large company it
creating a descriptions regarding to the job and job responsibilities. The strength of this
approaches is all the details mention regarding the jobs and responsibilities. it is very help
full to hiring the right person and the strong strength of this approaches employee are
mentally prepared ready for written test and ready for a jobs . The weakness of this
approaches the candidates are not satisfied with this job descriptions details so some
time candidates not ready for doing particular job .
4. Skills inventory and job posting strategies: it refer to the finding a ideal person for a
particular jobs(Rees and et.al, 2017.). Job opening is the systematic part of recruitment
and selections. it is very help full to find out to a best candidates and posting the job out
side the organization and posting to their existing employee. The strength of these
approaches saving the time and cost of the company(Wilson, 2014). organization save a
money because internal hires is more difficult rather than new external hires. The
weakness of this approaches waste of money and time.
P3. Different HRM practices benefiting the management and employees
For management of TESCO, it is important to imply human resource practices for
betterment of employees and management as well.
For labour's human resource management practices develop
the worker’s skills by providing them required training in the field of their work. Employee gets to
know about what the lacking points are and how to improve them as an individual to provide
benefit to the organisation. Better skills of an individual leads to provide the quality work which
gives them promotion and a better salary option(Albrecht et. al., 2015). HRM practices help to
make a strong and positive attitude of employees so that they can take the challenges and get
motivated to do a particular task efficiently. Motivation plays an effective role in the working
aspects of an employee in TESCO. The employees of TESCO are highly motivated as human
resource management provides certain motivating programmes and rewards to keep up their
quality work. It is very important to have a flexible working place for an employee and TESCO
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provides this feature in their working environment, assignments which are given and working
schedules has a flexible structure which facilitate their working capacity. HRM practices lead to
development of an employee in professional as well as personal areas.
From the perspective of management department of TESCO, human resource management
practices plays a crucial role. Through better HRM practices, TESCO is able to recruit right
candidate for right profile. They are able to retain the employees of an organisation by
implementing various motivating strategies which lead to highly motivated employees and
therefore providing a quality output to TESCO (Armstrong and Taylor, 2014). Also, these kinds of
practices lead to maintain relations among manpower by providing support to employees who are
in need that will lead to a harmonious relation of management and workers. Having harmonious
relation in between the authority and the employees can be possible through effective practices.
The goals of organisation are accomplished through effective practices of management.
TESCO creates a positive environment for working and provides benefits to workers
through human resource management practices which leads to happiness of . Thus, it increases the
productivity of work. Through these practices, management of TESCO provides certain training
which develops workers and provides effective results along with boosting morale of every
employees in organisation.
P4. Effectiveness of different HRM practices for raising organisational profit and productivity
Due to competition in global market, focus on the HRM practices of TESCO has increased.
Leading competitors of other countries are investing more on employees which has lead TESCO
to review policies regarding their employees. Different practices of human resource management
have effect on the business performance of this organisation. There are certain factors for growth
of production areas of organisation which is availability of skilled employees (Bratton and Gold,
2017).
For achieving this goal, TESCO has combined different human resource strategies for
increase in production level as well profitability aspect. The practices of department of human
resource have an effective role in organisation as it helps managers or facilitate their decision
making process. Better decision making ability leads to right results which benefits the
organisation in return. The profit earning chances increase with right decision of manager which is
only made easier by implementing different practices on employees. Through management
practices, managers can increase motivation level of employees which leads to better productivity
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and quality output. The more the employee will get motivated, more it will lead to quality
production which can be obtained only by practising different HRM practices like providing them
benefits for greater quality production; thus, resulting in more chances for profitability which is
ultimate goal of every organisation (Chowhan, Pries and Mann, 2017).
Training and development is an important practice as every employee should be updated
with skills for work. Regular training can develop employees making them better for work and
providing quality output and great productivity(Brewster, 2017). Conducting proper training
programs are the essential parts of TESCO to make their employees better in their work and
making them highly skilled. As every employee needs a positive environment to work, TESCO has
been successful in this aspect also. They usually conduct certain activities and provide rewards to
loyal employees so that they can efficiently work for the organisation. Positive working
environment leads to harmonious relation in between the employer and employee. They respect
each other and support mutually so that they can work hand to hand. Being one of largest private
employers of UK, this company has taken this responsibility seriously which is successfully
demonstrated by training and development programmes which are inducted in the organisation.
P5. The importance of employee relations in respect to influencing HRM decision-making
Maintaining a strong relation between the authority and employee is very important for
successful working of an organisation which results in tremendously advantageously results. The
strong employee relationship leads to huge productivity, more efficiency and less conflicts which
are goals of every organisation. Strong employee relation gains the trust of an employee making
them more loyal to the organisation and providing quality work(Cascio, 2018).
Strong employee relations influence the decision making process of the human resource as
the management teams deals with workers only. HRM department take every decision which is
related to employees and harmonious cooperation facilitates decision making process of it. If
relation with employee will not be good,productivity of TESCO will get affected and thus,
influencing profitability also. There are certain aspects which are accomplished only due to healthy
employee relations which are:
Productivity:
The productivity of employees get affected if relationship with management is not good. It
leads to high demotivation and performance of employee degrades gradually making him not to
cooperate properly with organisation which results in non-fulfilment of goal. So, human resource
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management can take proper decision regarding improvement of productivity of employees
successfully as a result of healthy employee relations.
Adaptability to change:
Healthy relations with employees lead to a successful acceptability of change in
organisation. As it is a continuous process according to which every organisation has to accept it
for better results but the changes are not easily accepted by employees.
Reduction of conflicts:
Conflicts can lead to a poor working atmosphere for employees and also can affect
decision making process of management. An organisation with good employee relation has less
conflicts which leads to successful decision making process implementation of human resource
department of TESCO.
Motivation:
An organisation with strong employee relation has highly motivated employees who are
ready to take task with the positive spirit and provide high quality output with great productivity
graph. TESCO thus maintains the employee relations by providing motivation to them through
various strategies and rewards. High motivation level of employees do wonder for the organisation
and creates an energetic environment to work within which eases the decision making process of
human resource department of TESCO (Jackson, Schuler and Jiang, 2014).
P.6 key elements of employment legislation and the impact upon HRM decision making.
There are some basic rules and regulations act for every employees which every
organisation has to follow. There are certain acts like Equal pay act, The employment rights
act,Sex discrimination act,National minimum wages act and the Disability Discrimination Act that
are implemented by TESCO in the decision making process by HRM for every employee. It can
influence the decisions or the plans which are set by the department of human resource(Srivastava
and Dhar, 2016).
There are several elements which are related to the employment are considered for the
employment legislation which can include:
Equal Employment Opportunity:
Which means opportunities for the employment should be given equally regardless of the
favouritism, gender bias or other factors that can take away the chance of fair employment
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opportunity. TESCO HRM department provides equal opportunity of employment to the
candidates.
Sexual harassment:
Sexual harassment is one of the serious cases that every third organisation's employees
faces through one of the other employees only. There should be serious action taken for these kind
of activities so that it would not be promoted in future. So, the management has to keep a check on
these kind of activities and should find a measure to avoid it.
Working time regulations:
As the government has assigned fixed working hours for the employees. No organisation
can make an employee work more than that fixed working timings. If a worker is made to work
after the fixed time he has to be paid for the extra hours and the organisation pays for those extra
working hours.
Wage and remuneration:
According to the minimum wages act every employee has to be provided minimum daily
pay of his work. So, human resource department decides the wages and remuneration of every
employee through these acts.
P7. the application of HRM practices in a work-related context.
Human Resource Management practices has some applications which are implemented for
the betterment of the organisation and there is a logic for every practice which is implied and
benefits the employee as well as the employer(Stone and Deadrick, 2015).
Logic/Rationale:
The main logic behind the practices of the department of the human resource management
is the right kind of person at the right place and at the right time. It leads to hire the most suited and
skill full candidate for the particular post in an organisation according to the company policies and
culture. Also another reason can be putting the right candidate to the right position with certain
authorities and responsibilities(The application of HRM practices in a work-related context, using
specific examples.2018).
Recruitment and selection Policies:
The vacancies in the TESCO is filled by conducting thorough analysis of the position
regardless of the level of the position. There are certain alternative processes also which are the
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Plan B or the substitute options. The panel group for the selection and staffing should be provided
training for the process so that they have the ability to judge rightly.
Succession Planning:
HRM department of TESCO prepares of the future need of amount of employees required
for the work if in case any employee leaves the job therefore the company bear no losses and get
already prepared for that. Also the crisis scenario can be handled effectively in case of death of the
higher employee or any mishap happened so that a right person can take place of that authority for
the normal working of the company(Zhao et. al., 2017).
Handling Employees:
The employees can be handled effectively only by the human resource department, as it
deals with the decision making process for the employees. Employees are the assets for any
organisation which helps the organisation to grow effectively and achieve the aim. So, the
management per pares the strategies and tactics which are useful for the betterment of the
employees.
Job specification of a Human Resource Director :
Experience
 8-10 years of experience in human resource in a similar industry.
 Experience in supervising and managing staff at professional level
 Experience in a multiple location and most preferably at a global level which would be
regarded as a plus point of a candidate.
Education
 Bachelor degree in Provided field.
 Masters degree in MBA or PGDM in human resource.
Required Skills, Knowledge and Characteristics
 Effective Communication
 Highly developed teamwork skills
 Confident personality and effective interacting skills
 Committed to continuous learning
 Having knowledge regarding various employment laws
 Ability to adapt new techniques with respect to changes
 Experience holder in organisation development and change management
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CV for the human resource director
HUMAN RESOURCE DIRECTOR
Professional Profile
Human Resource Director with an effective record of various achievements in organisation
working globally. Result oriented leader with a sense of strong commitment to deliver success
through people.
Experience
 Kerry January 2012 to May 2018
Human resource Director
We were able to achieve the given targets which was done basically handling people through
initiatives which included development of organisation, managing talents and developing skills.
 Nestle UK ltd. January 2010 to January 2012
Human Resource Manager
Reporting to manager director with all HR responsibilities. Led the department of Industrial
relations in the UK
 Carnaud Metal Box May 2008 to January 2010
Assistant Human Resource Manager
Initially recruited as a general graduate then provided certain HR roles at manufacturing sites.
Education
 Leeds Polytechnic School Of Business Post Graduate diploma in Personnel Management
 Graduation in Bachelors of Arts: English
Personal
Married, 1 Child( 18 years)
CONCLUSION
The Human resource department of TESCO plays an important role which helps it to
achieve the aim along with the great productivity and earning a great profitability which leads to
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become one of the leading private organisation of the country. The practices which are followed by
the HRM are helpful for the organisation as it has many important role like to hire right candidate ,
motivating them to retain in the organisation and dealing with them by establishing a good
employee relation. Also there are certain reasons behind the implementation of the practices by
human resource team which develops the employee in the areas of their work.
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REFERENCES
Books and Journals
Wilson .J. P, 2014. International human resource development: Learning, education and training for
individuals and organisations. Development and Learning in Organizations, 28(2).
Rees G. and Smith, P. eds, 2017. Strategic human resource management: An international
perspective. Sage.
Berman and et.al, 2012. Human resource management in public service: Paradoxes, processes, and
problems. Sage.
Chambers. R. C. and Trippel, E. A. eds., 2012. Early life history and recruitment in fish populations
(Vol. 21). Springer Science & Business Media.
Costen.W. M., 2012. Recruitment and selection. The Encyclopedia of Human Resource
Management: Short Entries, pp.379-387.
Hendry. C., 2012. Human resource management. Routledge.
Albrecht, S.L., et. al., 2015. Employee engagement, human resource management practices and
competitive advantage: An integrated approach. Journal of Organizational Effectiveness:
People and Performance.2(1).pp.7-35.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy. In
Policy and practice in European human resource management (pp. 22-35). Routledge.
Cascio, W., 2018.Managing human resources. McGraw-Hill Education.
Chowhan, J., Pries, F. and Mann, S., 2017. Persistent innovation and the role of human resource
management practices, work organization, and strategy. Journal of Management &
Organization.23(3).pp.456-471.
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Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals.8(1).pp.1-56.
Srivastava, A.P. and Dhar, R.L., 2016. Impact of Leader member exchange, human resource
management practices and psychological empowerment on extra role performances: the
mediating role of organisational commitment. International Journal of Productivity and
Performance Management.65(3).pp.351-377.
Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of human
resource management. Human Resource Management Review.25(2).pp.139-145.
Zhao, Y., et. al., 2017. Service implementation in manufacturing firms: The role of service-
orientated human resource management practices and demand-side search. Management
Decision.55(4).pp.648-661.
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