P2 Explaining strengths and weakness of recruitment and selection

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
Activity 1.........................................................................................................................................1
P1 Purpose and Function of HRM for workforce planning to achieve organisation objective.. 1
P2 Explaining strengths and weakness of recruitment and selection.....................................2
Activity 2.........................................................................................................................................3
P3 Benefits of HRM practices within an organisation...........................................................3
P4 Evaluating the effectiveness of HRM practices in terms of raising organisation
productivity.............................................................................................................................5
ACTIVITY 3....................................................................................................................................6
P5 Importance of employee relation in respect of organisation decision-making.................6
P6 Identification of elements of employee legislation and their impact on decision-making.7
P7 Applications of HRM practices in organisational context................................................7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management is a approach related to the proper management of people
working in the organisation which is considered as important assets for an organisation. This
function of management is concerned with evaluation of employee performance so that to make
them work effectively for achievement of organisation objective. The report will be on Tesco plc
which is a multinational company and the headquarter of company is established in England,
UK. The report will cover the purpose and function of HRM to achieve business objective and
explain the strength and weakness to approaches to recruitment and selection. This also include
benefits of HRM practices and evaluating the effectiveness and to assess importance of
employee relation and legislation and defining HRM practices in work- related context.
Activity 1
P1 Purpose and Function of HRM for workforce planning to achieve organisation objective.
Human resource management is a function who is responsible for human resource
management. Management of people to maintain their interest in organisation is necessary to
achieve organisation objective which can only be achieved through support. The following
functions are performed by HRM of Tesco are as follows-
 Training and development- this is the most important function of HRM as HR trainer
provides training to their employees to increase their skill and knowledge to performs the
task given to them effectively. The HR manager of Tesco assures that equal opportunities
to each employees are provided and the right candidates are selected for the right job
(Banfield, Kay and Royles, 2018).
 Recruitment and Selection- This is a essential function of human resource management.
The HR manger is responsible for maintaining workforce in the organisation and provide
opportunities to many people. The HR manager of Tesco selects the candidates on the
basis of experience and skills which are required. The manager follows a proper process
of selection which is required to ensure that the right candidate is selected.
Purpose-
The main purpose of HRM is to ensure that there is a proper support of workforce to
achieve the objectives of organisation. The following are the purposes of HRM in context of
Tesco are as follows-
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 Performance Appraisal- This is the major purpose to perform HR manger is to evaluate
the performance of employees and provide reward according to it. The HR manager of
Tesco measures the performance of employees through establish performance standard
and communicate these standards to employees. This result in measurement of actual
performance with the predetermined and checking deviations and taking step to remove it
(Bloom and Van Reenen, 2011).
 Human resource planning- This is the another purpose of HR manager to plan for the
human resource need. The HR manager of Tesco estimates the type of employee are
required and the number of employee are needed to fulfil the organisational objective and
after estimating the requirement strategies which are formulated to meet the requirement.
P2 Explaining strengths and weakness of recruitment and selection.
Recruitment and selection is an important function of HR manager which require more
effort and time to perform. This result in selection of employee with required experience and
skill so that goal of organisation can be accomplished.
Recruitment- It refers to the process of attracting and short listing candidates to analyse
or evaluate them in future for the process of selection. It include the process of finding suitable
candidate and make them apply for the job so the company will get more options for selection.
Recruitment is based on two approaches which are-
 Internal Recruitment- This approach is preferred by the Tesco when company examine
the capabilities of existing employees to fill the vacant position of the company. This is
applied through placing an existing worker over higher position. The some techniques of
internal recruitment are transfer and promotion (Budhwar and Debrah, 2013).
Strength Weakness
 This approach helps HR manager in
filling the vacant job with reduced cost.
 This approach restricts the flow of new
talent in the organisation.
 External Recruitment- This approach is used by Tesco when the vacancy is filled by
the outer candidates. This type of recruitment takes place through calling the people
from outside and make them apply for a particular job role to recruit fresh talent.
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Strengths Weakness
 The benefit of external recruitment that
it allows to bring new talent in the
organisation.
 The main issue in this approach it is
very costly and it makes existing
employees dissatisfied.
Selection- This is a negative process as it involves the selection of few candidates and
rejection of many. In this process, a particular job role is filled by selecting suitable candidate
through proper selection process (Friedman, 2017).
Tesco uses two process for selection process-
 Systematic- This approach includes various steps which influences the skills of
candidates to select the right candidate for right job from the applicants who are
recruited.
Strength Weakness
 This approach result in selection of
right candidate for right job.
 This approach include more effort and
time to select and not suitable for
emergency situation.
 Unsystematic- This refers to the process in which candidates are selected randomly
without following proper procedure and skills are analysed to ensure that they are
suitable for particular job.
Strengths Weakness
 This approach is helpful in case of
emergency filling of vacancy.
 This approach do not always provide
accurate result in respect of selected
candidate.
Activity 2
P3 Benefits of HRM practices within an organisation.
The Human resource management plays an important role in the organisation through
maintaining management of both employer and employee to achieve goals of the organisation
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effectively (Ganopoulos and et. al., 2013). The HR manager of Tesco perform various functions
of human resource which results in following benefit for employer and employee-
HRM practices Employer Employee
Training and Development The effective execution of
training programme in Tesco
will lead to the increase
efficiency of employee and
employee feel motivated and
work better towards the
achievement of organisation
goal.
The training programme
increase self satisfaction of
employees of Tesco and it
enhances the knowledge of
employee regarding a
particular field which result in
increased chances of better
career of employee.
Recruitment and Selection The HR manager of Tesco
perform this practice which
includes first recruitment and
then selection. The task of HR
manager is to provide right
candidates to organisation who
will perform in the
organisation and who possess
high experience and skills
which will become a
competitive edge for the
organisation (Gruman and
Saks, 2011).
The process of recruitment is
applied to fill the vacant
position in the Tesco. The HR
manger get employees who are
selected through a tough
procedures and possess
required skills and knowledge
will work effectively on that
particular job which will
benefit the organisation.
Performance appraisal The process of performance
appraisal allow HR manager of
Tesco to evaluate the
efficiency of employees
working in the organisation
and can take decisions related
The process of performance
appraisal allow an employee to
evaluate themselves and to
check deviations according to
the predetermined standard of
performance and allow to
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to their transfer, increment and
promotions.
improve themselves and can
work for the benefit of
organisation.
P4 Evaluating the effectiveness of HRM practices in terms of raising organisation productivity.
Human resource management is important for the organisation to maintain the
effectiveness of employees through providing training whenever it is required and motivating
employees through financial and non-financial incentive. Financial incentive includes monitory
reward and non-financial incentive include providing recognition (Guest, Paauwe and Wright,
2012). The HR manger of Tesco performs various HRM practices to increase the productivity by
keeping employees satisfied with their job and working environment as humans are the
important assets of the company. To achieve the objective and want work effectively and
efficiently , a company is required to keep their employee happy and satisfied so that they will
work for organisation effectively and goals will be accomplished. The following are the HRM
practices which increases the profitability of Tesco-
 Recruitment and selection- This process involve finding the suitable candidates who are
attracting and it involves attracting the pool of candidates towards company to get more
options for recruitment. It is the positive process as it includes inviting number of
applicants whereas selection is a negative process as it involves selection of only few
candidates who posses required skills and knowledge. The Tesco uses this practice to
develop a highly skilled workforce who will contribute in organisation to achieve their
goal. The HR manager of Tesco provide essential guidance to the employees so they can
work effectively and become able to generate profit for the company (Kakuma and et. al.,
2011).
 Training and Development- The training programme is conducted to enhance the skills
of employee and training is provided through various mediums such as on-job training
and off-job training to enhance both knowledge and practical skills of employees. The
effective training by HR manager of Tesco provided to new employee will result in
increase in their knowledge and skill and training provided to existing employees which
will allow them to cope up with changes taking place in the business environment. This
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will increase the efficiency of both new and existing employees will lead to maximum
productivity which will enhance profitability of firm.
 Performance Appraisal- This involves evaluation of performance of employees with the
predetermined performance. The HR manager of Tesco evaluate performance of
employees on continuous basis to determine their efficiency level and to increase their
productivity level which will result in increase profitability of company (Manroop, Singh
and Ezzedeen, 2014).
ACTIVITY 3
P5 Importance of employee relation in respect of organisation decision-making.
Employee relation refers to the general relationship with co-workers and with superiors.
This can be formal type of relation which include formation of trade union or through
formulation of policies such as team for a specific project and informal type of relation which
involves friends group. The management of human relation is necessary for the continuous
growth of the company which is a difficult task. The employee relation includes different types
of conflicts which can not be ignored. The conflicts can be reduced by proper management of
employee relations (Mosakowski, 2017). The Tesco has formed various policies such as
maintaining harmony in the organisation and these policies communicate to employee to
maintain relations in the company. The management of employee relation is necessary to attain
support of the employee in achieving goals of the company. This will result in employee support
in all the strategic decision and they will cooperate with the company which will bring
productivity in work of organisation which will result in increased profitability of company.
There are some techniques which are used by the company to manage the relation with
employees are as-
 The Tesco provides fair and equal treatment to their employees which increases their
motivation level as they get opportunity to prove themselves and they perform
effectively.
 The Tesco measures the performance of employees on continuous basis and provide
reward to the employees who have performed well which motivates other employees to
work better.
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 The Tesco provides training to their employees on monthly basis so the employees can
cope up with the changes takes place in external environment which result in increased
productivity of employees (Ployhart and Moliterno, 2011).
 The Tesco allows employees to involve in the process of decision making which make
employee feel that they belong to the organisation and they feel valued which increases
their motivation level and this lead to increase in their productivity of work which result
in enhanced profitability.
P6 Identification of elements of employee legislation and their impact on decision-making.
Human resource management is responsible for maintaining the efficiency of worker and
this makes an important function for the organisation. As this includes management of human
resource it has to follow all the laws made for employees benefit. It is the responsibility of HR
manager to formulates plans, policies and take strategic decisions which is beneficial for the
organisation. The HR manager of Tesco has to compliance legal laws related to the rights of
employees with maintaining good working environment for them. These are the basic legislation
formed by Government of U.K which are as follows-
 Health & Safety Law- This law is formed to assure the safety and welfare of employees
in respect to their rights in the organisation. This law is necessary to implement and
because of applicability of this law, the company is required to maintain a healthy
working environment for employees. The strategies formed by the HR manager of Tesco
is based on the application of this law. The company has to follow all the rules written in
the law and according to that decision are taken. This protect the rights of the employee
and allow them to feel satisfied with the company (Tarique and Schuler, 2010).
 Anti- discrimination law- This law is concerned with the treatment given to employee
as it should not vary or based on the gender, caste or religion. The strategies formulated
by the HR manager of Tesco are based on this law as all the policies should consider each
and every employee as equal and according to that decision are formed. This result in
building trust among employees and that makes them feel motivated and satisfied which
lead to effective operations and increase their efficiency which will result in high
profitability.
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P7 Applications of HRM practices in organisational context.
Human resource team performs various activity to achieve goals of the organisation.
These activities involves following applications which are specified as follows-
JOB SPECIFICATION
Organisation- Tesco
Job Title- HR executive
Last Education Qualification- MBA in HR
Essential areas-
 Must possess the feeling of team spirit and willing to perform at any time.
 Must possess the knowledge regarding the role operated by HR executive.
 Must be flexible and able to handle difficult situation.
Experience- 2 years of experience
Required skill- Good in communication
JOB DESCRIPTION
Organisation- Tesco
Department- Human resource management
Job Title- HR executive
Job location- Europe
Job Summary- The candidate must possess required knowledge and skills of HR practices and
want to learn and explore.
Job role-
 Formulate strategies regarding recruitment of employees.
 Manage training programmes and conduct induction.
 Work according to the rules formulated fore overall organisation.
CURRICULUM VITAE
Name- Venella Matthew
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Contact No- 134567897
Address- 34th street, West-side, Europe
Career objective:
To pursue my career in a company where my knowledge and experience is valued and the scope
of career development is huge.
Educational qualifications:
 BBA
 MBA
Experience: 1 year as HR executive
Declaration:
I hereby declare that all the above information which is presented by me is correct as per my
knowledge.
Date:
Place:
CONCLUSION
From the above report, it can be concluded that human resource perform various
functions such as training and development and various HR practices provides benefit to both
employer and employee and there are different approaches of recruitment and selection which
has their own strengths and weakness and HRM practices if performed effectively it will result
increased productivity and profitability. The management of employee relations is necessary for
achievement of organisation goal and there are some employee legislation that are required to
follow. There are some application such as job specification or job description which are
important approaches in context of HRM practices.
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REFERENCES
Books and Journals
Banfield, P., Kay, R. and Royles, D., 2018.Introduction to human resource management. Oxford
University Press.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics.4. pp.1697-1767.Flamholtz, E.G., 2012. Human resource
accounting: Advances in concepts, methods and applications. Springer Science &
Business Media.
Budhwar, P. S. and Debrah, Y. A. eds., 2013. Human resource management in developing
countries. Routledge.
Friedman, S. D., 2017. Succession systems in large corporations: Characteristics and correlates
of performance. In Leadership succession(pp. 15-38). Routledge.
Ganopoulos and et. al., 2013. Barcode DNA high‐resolution melting (Bar‐HRM) analysis as a
novel close‐tubed and accurate tool for olive oil forensic use. Journal of the Science of
Food and Agriculture. 93(9). pp.2281-2286.
Gruman, J.A. and Saks, A.M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Guest, D. E., Paauwe, J. and Wright, P. eds., 2012. HRM and performance: Achievements and
challenges. John Wiley & Sons
Kakuma, R. and et. al., 2011. Human resources for mental health care: current situation and
strategies for action. The Lancet. 378(9803). pp.1654-1663.
Manroop, L., Singh, P. and Ezzedeen, S., 2014. Human Resource Systems and Ethical Climates:
A Resource‐Based Perspective.M Human resource management. 53(5). pp.795-816.
Mosakowski, E., 2017. Overcoming resource disadvantages in entrepreneurial firms: When less
is more.Strategic entrepreneurship: Creating a new mindset, pp.106-126.
Ployhart, R.E. and Moliterno, T.P., 2011. Emergence of the human capital resource: A multilevel
model. Academy of Management Review. 36(1). pp.127-150.
Tarique, I. and Schuler, R.S., 2010. Global talent management: Literature review, integrative
framework, and suggestions for further research. Journal of world business.45(2).
pp.122-133.
Werner, J.M. and DeSimone, R.L., 2011. Human resource development. Cengage Learning.
Online
Functions of HRM. 2017. [Online]. Available through: <https://www.keka.com/5-major-
functions-human-resource-management/>.
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