HRM in workforce

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION................................................................................................................................3
LO 1......................................................................................................................................................3
P 1 Purpose and function of HRM in workforce ............................................................................3
P2 Approaches of recruitment and selections and their strength ans weaknesses...........................5
LO2.......................................................................................................................................................6
P3 Benefits of HRM practices for employer and employees...........................................................6
P4 To increase profit and productivity in Tesco with the help of evaluation of HRM practices....9
LO 3....................................................................................................................................................10
P5 Importance of employee relations in the organisation..............................................................10
P6 Key elements of employment legislation and the impact it has upon HRM decision making. 11
LO 4....................................................................................................................................................13
P7 Application of HRM practices with example in a workplace .................................................13
CONCLUSION..................................................................................................................................17
REFERENCES...................................................................................................................................18

INTRODUCTION
Human resource management is handling of different people of the organisation and
influencing them to do productive work so that the goals set up by the organisation can be achieved
on time. Employees are the most important resource for every firm. HRM helps the organisation to
train these employees according to need of the company so that employees are satisfied to the work
and perform well. TESCO is a UK based company founded by Jack Cohenin in the year 1919 in
Londen. Basically it is a British multinational groceries and general merchandise retailers. It is third
largest retailer in the world. Company generated £63,911 million revenue in 2019. The company is
growing in right direction due to HRM practices it is following. HRM of TESCO work on
employees training and make them feel satisfied out of work they do. Report below is having
different functions of HRM alongs with its purpose in the organisation. Further report give some
strength and weaknesses of different approaches to recruitment and selection process of TESCO.
Study also include how different HRM practices build good realtionship between employee and
employer. As employees are helpful in increasing productivity of the business HRM find ways to
increase profit with help of these employees. Further file include different elements related to
employement legislation and its impact on running business. At last application of HRM practices
in a work environment are explained with examples(Berman and et.al., 2019).
LO 1
P 1 Purpose and function of HRM in workforce
Human Resource Management includes the recruiting of people, selecting right person for
the right job, their orientation, providing training and development, evaluate employees
performance, deciding pay roll and benefit system, motivating and guiding employees, keeping
healthy relations with employees and their unions, ascertaining employees safety, employee welfare
and health measures in conformity with labour laws. It is a critical approach for the successful
administration of employees in a company in such a manner that business achieve a competing
preference(Bratton and Gold, 2017).
Following functions of HRM -
Training and development
Training and development is a basic component of HRM. It presents an opportunity to
enhance the knowledge of employees. With advancement in technology and growing competition,
customer's expectation has also increased regarding the quality of products and services. Training is
also needed to prepare people for new advanced technology developing globally. Training enhances

employees way of working by imparting them with new feeds so it helps them in work in an
efficient way. Two factors contributing to the increasing need of training and development that are
change and development. Change leads the demand for training. Employees not only work for
employment and desire self development. Tesco provide their employee various training programs
that enhances their knowledge as well as skills to solve problems and improve their performance.
HR Manager of Tesco conduct different training sessions for their new as well as existing
employees so that every employee is updated about the new technologies and motivated(Brewster,
2017).
Recruitment and selection
Recruiting people and selecting is the crucial function of HRM as right person is needed to
be selected and placed at the right place. Right person means person having the same qualities and
skills that required to fulfil the task through this organization achieve their goals and employee are
able to fulfil their demands. HR Manager of Tesco prepare various set of question that are to be
asked for various position. In this manner they hire right person with required skill set for right job
and this help in finding employees who can be potential for taking the organisation towards the
growth path(Brewster, Mayrhofer and Morley, 2016).
Performance management
Performance Management is a process that ensures that organization's objectives are met in
an effective and efficient manner. It is an ongoing process held throughout the year. Through this
process managers analyse which employee is how much effective, their strengths and weaknesses.
So that they work on them according to their skill set. After measuring performance of every
employee it can be found, if any employee need training. At Tesco , there is a strong performance
management system and no small thing is ignored. Performance is evaluated on regular basis and
actions are taken immediately. By this the manager knows which employee in doing good and
should be given reward so can be motivated and work with same dedication, and which employee
needs training or is not working according to the set objectives(Brewster and et.al., 2016).
Human resource planning
It is an activity that analyse the demand for current and future personnel to accomplish
organizations goals and objectives. It includes analysing the best employees and should try retain
them and knowing those employees also that can leave the organization and should work on them as
well. Tesco has a strong team for human resource planning, they analyse the internal and external
environment, and then make decisions accordingly. They prioritize first analysing the situation and
then concluding anything because of this there result is up to the mark and helpful for the