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-
1

 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.
2