Importance of HRM in Organizational Success

This document discusses the purpose and functions of HRM, strengths and weaknesses of recruitment and selection approaches, benefits of HRM practices, and the importance of employee relations in HRM decision-making. It also explores the key elements of employment legislation and their impact on HRM decision-making. The application of HRM practices in a work-related context is illustrated using specific examples.

Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Explain the purpose and the functions of HRM, applicable to workforce planing and
resourcing the organisation.........................................................................................................3
P2. Explain the strengths and weaknesses of different approaches to recruitment and selection.
.....................................................................................................................................................4
TASK 2............................................................................................................................................6
P3.Explain the benefits of different HRM practices within an organisation for both the
employer and employee..............................................................................................................6
P4. Evaluate the effectiveness of different HRM practices in teams of raising organisational
profit and productivity.................................................................................................................7
TASK 3............................................................................................................................................7
P5. Analyse the importance of employee relations in respect to influencing HRM decision-
making.........................................................................................................................................7
P6. Identify the key elements of employment legislation and the impact it has upon HRM
decision-making..........................................................................................................................8
TASK 4............................................................................................................................................9
P7. Illustrate the application of HRM practices in a work-related context, using specific
examples......................................................................................................................................9
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management is the department which is responsible for managing the
employees in the organisation. It ensure the effective recruitment of the employees so that they
can contribute in the achievement of business goal(Zhao, 2018). It also concern with maintaining
the employees relationship in the organisation. Tesco is the chosen company, It is the British
Multinational company, which is founded in 1919 by Jack Cohen. The headquarter of Tesco is in
Welwyn Garden City, England, United Kingdom. This report will cover the purpose and the
scope of human resource management in resourcing the organisation with the strengths and
weakness of different approaches to recruitment and selection. Furthermore, It also explains the
benefits of different HRM practices within organisation with their effectiveness in raising the
organisational profit and productivity. It also explain the importance of employee relation that is
influencing the HRM decision-making. It also explains the application of HRM practices in
different department.
TASK 1
P1. Explain the purpose and the functions of HRM, applicable to workforce planing and
resourcing the organisation.
Human resource is the backbone of any organisation. It plays important role in smooth
running of the company. It is concern with the selection of potential candidate of the specific job
role.
Purpose of HRM:
 Compensation: Human resource is responsible for providing the deserving
compensation to the employees. Fair salary of the candidate can be analysed by
evaluating the performance and involvement in the specific job role. If the Tesco
provides fair compensation to the employee then they will work in a more effective
manner and help in achieving the organisational goal.
 Performance appraisal: Human resource is responsible measuring the high performance
working of the employee and evaluate each employee on the basis of their productivity in
the assigned task(Xiao and et. al., 2020). This will help in right and fair performance

appraisal of the employees and that lead to motivation and effective performance of the
manpower in Tesco.
 Law compliances: For the smooth and centralised working in the organisation. It need
rules and laws, which needs to be follow with the motive of systematic functioning of the
operations(Tung, 2016). Tesco will be run in a effective manner with the proper alliances
of laws. With the strict code of conduct It will help in achieving the organisation goal.
Functions of HRM:
 Internal and external recruitment: Internal recruitment is process of sourcing the
candidates within the organisation that will help in hiring of potential and talented
employees that have full knowledge of organisational culture. On other hand, External
recruitment is the process of hiring the employees from outside environment. It will leads
to getting young talent of the candidates. Tesco will get efficient employees with right
choice of recruitment process.
 Training: Human-Resources is concern with the development of the employees that will
help in achieving the business goal(Oluwatayo and Adetoro, 2020). Training is the
process of teaching, or development of individual in the organisation. It will increase the
efficiency of the employees and It also help in identifying the loop holes of the operation
that needs supervision.
 Employee relations: The foundation of any successful organisation is employee
relations. These are the aspect which is directly affects in the achievement of the business
goal. Employee relation can be build by treating all the employees equally with no
discrimination between employees. Also create the positive environment in the
organisation. Tesco will generate more profitability in the organisation by building better
employees relations so that they can work in positive environment.
P2. Explain the strengths and weaknesses of different approaches to recruitment and selection.
Recruitment is the process of identifying, attracting and selecting the potential employees
in the organisation. It also concern with the choosing the recruitment process so that Human-
Resources will hire the potential customer. There are two main sources of recruitment:
Internal recruitment:
This is the process of hiring the candidate within the organisation or can say approaching
the employees of the organisation to change their job role(Ogbeibu and et. al., 2020). Tesco can

use this approach when they are thinking to hire the employees with in the company or with the
motive of no new comer in the team.
Strengths
 It will help in motivating the employees in the organisation for better work to get
promotion.
 It gives sense of security and advancement of the employees by promoting loyalty
toward employees.
Weaknesses:
 It restrict the entry of young talent in the organisation.
 It fails in filling all the vacancies within the organisation.
External recruitment:
It is the process of hiring the employees from outside of the organisation. This can help in
effective recruitment process by the human resources(Korff, Biemann and Voelpel, 2017). Tesco
can use this approach when they want to hire the candidate from outside the organisation. It will
retain the employment in the organisation.
Strengths:
 It will initiate the entry of young talent with desired capabilities. Effective recruitment in
the organisation will leads to hiring of potential candidates.
 There will be healthy competition between new candidate and the employees of the
organisation.
Weaknesses:
 This is the expensive process which incurred high cost on recruitment .
 It create demotivation in the existing employees.
Selection is the process of pick out the best candidate out of group of people on the basis
of their qualification, knowledge and requirements. It is the screening of candidate to find out the
best candidate for the specific job role.
Intelligence test:
It is the process of testing the skills of the employees on the basis of their intelligence and
potential. This helps in effective process of hiring the employees.
Strengths:
 It help in getting good employee in the organisation.

Weaknesses:
 It resist the various other test in the organsiation.
TASK 2
P3.Explain the benefits of different HRM practices within an organisation for both the employer
and employee.
The human resource management practices are the universal principles which help the
employer to maintain the efficiency and productivity of its employee so that greater performance
can be delivered by them from these efforts(Han and et. al., 2019). Tesco follows various HRM
practices s that it can manage its talent effectively and efficiently in order to increase its
effectiveness and profitability. The HRM practices which Tesco can follow is as follows-
 Training and development- this is one of the most essential practice of HRM as it
requires high skilled and knowledge for giving the training to the employees of the
organisation for their better development and growth in their field. It also helps in
identifying the loop holes in the organisation that can be further corrected by the manager
and contribute in the development of the company.
 Performance appraisal- It is the process of evaluating the performance of the employees
on the basis of their task and performance in the organisation(Fei and Aun, 2019). This is
done by the human resources to benefit the employee to get appreciation and benefits the
employer to find out high performance working of the employees. Tesco can use this
method to evaluate the employee to picking out best employee and to benefit the
employee to get performance appraisal.
 Recruitment and retention- Recruitment is the process of hiring the potential candidate
in the organisation and it is done by the human resources manager. It will help the
employee to get employment and help the employer to to choose and hire the potential
and required staff in the organisation. Tesco will also implement the effective recruitment
source of selection.
 Conflicts resolution- Human-Resources is responsible for creating good relationship in
the organisation by resolving the conflicts in the workplace and encourage the employee

to do their task in a effective and efficient manner. Solving the problems of the
employees with the systematic approaches helps in creating positive environment in the
organisation. Tesco can use this conflict solving practices to implement the good working
environment in the organisation.
P4. Evaluate the effectiveness of different HRM practices in teams of raising organisational
profit and productivity.
Human-Resources department is responsible for growth of the an organisation. It
manages the hiring of the employees who can give their best in the achievement of the business
goal with the effective manner. It also use the various strategies to increase the productivity of
the organisation so that higher profit can be generated(Cooke and et. al., 2020). It has the direct
relationship with the profitability of the organisation. If the company have the productive
employees then It will be helpful for the Tesco to achieve its business goal.
Various HRM practices will be used in the organisation for the effective use of employee
to achieve the business goal. Tesco is using the TQM(total quality management) for measuring
the effectiveness of the employees in the jobs. It is done by by identifying, minimizing,
correcting the problem in the organisation. It also enable various training sessions for the
development and learning of the employees. TQM will help in doing every task in a effective
manner and keep checking each operations of management.
Various HRM practices will help in enhancing the effectiveness of the employees in the
operations. TQM will help the organisation to achieve its business goal and ensure the premium
quality of goods. Quality of the goods will be measured by the performance and effectiveness of
the employees.
TASK 3
P5. Analyse the importance of employee relations in respect to influencing HRM decision-
making.
Employees are the valuable assets of the any organisation. They run the whole
organisation with their full capabilities and potential. Employee relations will be build by having
effective communication in the organisation (Chaudhary, 2019). Tesco can use the effective
communication channel for building good relationship between the employees. Employee

relation can be build by taking the fair decision in the work place. There are various factors that
helps in decision making by human resources that are explained below:
 Increasing the productivity: Employees can create the better employee relations in the
organisation. This will help in effective utilization of the employees. Employees relation
is the base of any organisation. Tesco will get benefit by creating employee relation with
effective communication in the organisation. It will help in right decision making by the
managers that will impact positively in the business.
 Enhancing the motivation of employees: With the help of effective decision making by
the human-resources management. Organisation can motivative their employees by right
decision related to specific job role(Browne and et. al., 2016). Tesco can motivate their
employee by creating the positive environment in the organisation and by taking
centralised decision with the fair means and also do the performance management to
evaluate the work of the employees.
 High retention rates: Employees relation are the base of the organisation. If any
individual getting good working environment in the organisation then they can retain in
the organisation. Tesco can maintain the good relationship in the organisation so that
employee get motivated in the workplace and retain in the organisation.
 Higher revenue: This is the overall goal of the any organisation to generate high revenue.
This can be done by effective utilization of employees with their full potential and
eliminating the wastage of raw material in the various operations of the organisation.
Tesco can use the various effective means to increases the profit and revenue of the
organisation.
P6. Identify the key elements of employment legislation and the impact it has upon HRM
decision-making.
There are various rules and regulation in the business environment which have a
significant importance in the company for the strict code of conduct that regulate the all the
functions of the organisation in a effective manner(Braga and et. al., 2019). This will influence
the culture and working environment in the organisation. It will help in minimizing the conflict
in the work place by ensuring the proper formulation of the laws and regulations in the
organisation. If Tesco will not follow all the rules and regulation of the government then they

have to pay penalty for their actions which is not considerable in the employment legislation.
There are various laws that impact the HRM decision-making are follows:
 Equality act 2010: This law defines that there should no discrimination between any
employees on the basis of caste, colour, gender, religion. There should be equal
employment opportunities in the organisation.
 Health and Safety act 1974: This law is associated with the health and safety of the
employees in the workplace (Anisimov and et. al., 2017).
 It ensure pollution free environment in the organisation.
 Data protection act 2018: this is the act which ensure the safety of data and information
of the organisation. It also concern with the aspect that no data can be leaked without the
concern of the seniors.
TASK 4
P7. Illustrate the application of HRM practices in a work-related context, using specific
examples.
using specific examples.
JOB DESCRIPTION
Job Title: HR Manager
Purpose and scope of the Job
 HR manager is responsible for maintaining all the records of department.
 Prepare performance appraisal of the employees.
 Responsible for planning the human resource.
 It also keeps involved in training and development of the employees.
 Operates various actives for the employee welfare in the organisation.
 It also maintain pension, provident fund, Gratuity, ESIC and salary record of the
employees.
 Also responsible for job offer letter.
Skills : They must have following skills
 Communication skills
 leadership skill

 Administration skills
 Qualification:
 Should have Degree of MBA in Human Resource Management
 Must have good verbal and Non-verbal communication skills
 Must have experience of 3 years in related industry.
 Must have goods command in power point, excel .
REPORTS TO:
 POSITION IN ORGANISATION
 Reports to: Manager of the company
DUTIES AND RESPONSIBILITIES
 Strict code of conduct with labour law.
 It is responsible for implementing all the polices in the organisation'
 Must be a leader, who can cordinate with the employee as well.
CV of candidates
Personal Information
Name: Michael
Address: 55, new company, London, UK
Birth date: 5/11/1997
Gender: Female
Father's name: Jack
Marital status: Unmarried
Education/Qualification:
 Company Secretary from ICSI
 Masters in Human resource ( University of East London )
Work experience: Having 2 years experience in Tesco
Hobbies:
 Exploring new places

 reading books.
 Gaming
References: Michelle Pfeiffer
The information mentioned above are true and fair.
Enclosure: Mark sheets, Experience letter of previous concern.
Justification: Michael is suitable candidate for HR Manager post in Tesco she has good
command on PowerPoint and excellent written as well as verbal communication. She has good
experience in their field.
JOB OFFER LETTER
Tesco
35, Holborn, London, United Kingdom
7.11.2020
Dear Michael
We are delighted to inform you that your are selected as the human-resources manger in Tesco
and here are rules and condition of your job role are follows.
Date of joining: 14/01/2021
Reporting: All the rules and regulation will followed in the manner that it shows the interest
toward the company.
Place of Work: In London
Salary: your salary will be according to the rules and norms of the company and all the required
deduction will be done by the company itself.
Working hours:
The office timing is from 10:00 am to 7: pm( Monday to Saturday)
Yours faithfully
Arinal
Senior officer of HR Department

Tesco
To confirm your acceptance to the terms and conditions kindly give approval by signing below
Date: 14. November.20
Michael...( Signature).................
Interview questions and answers.
Q.1. Tell me something about yourself?
Q.2. Why you have done Masters in business administration?
Q.3. Why you want to join this organisation?
Q.4. How you can deal in a critical situation?
CONCLUSION
It is concluded from the above report that human-resources plays important role in the
smooth running of the organisation. It manages hiring of the potential staff with various sources
of recruitment. It involves training, motivating, controlling of the employees. This report covered
the purpose and function of management with the strengths and weaknesses of different
approaches of recruitment and selection. Company should use external sources of recruitment
that will help in new talent in the organisation. This report is also covered the benefits of
different HRM practice that are training and development of the employees and providing
performance appraisal to the employees. Employee relation is the important factor to retain and
motivate the employees in the organisation. There are certain rules and laws of human-
resources , which need to be followed by the organisation.

REFERENCES
BOKS AND JOUNERALS
Anisimov, A.Y and et. al., 2017. Strategic Approach to Forming a Human Resource
Management System in the Organization. International Journal of Economic
Perspectives. 11(2).
Braga, B.M and et. al., 2019. An institutional approach to ethical Human Resource Management
practice: comparing Brazil, Colombia and the UK. Journal of Business Ethics, pp.1-20.
Browne, W and et. al., 2016. Two Key Success Factors for Global Project Team Leadership:
Communications and Human Resource Management. Journal of Information
Technology & Economic Development. 7(2).
Chaudhary, R., 2019. Effects of green human resource management: testing a moderated
mediation model. International Journal of Productivity and Performance Management.
Cooke, F.L and et. al., 2020. Riding the tides of mergers and acquisitions by building a resilient
workforce: A framework for studying the role of human resource management. Human
Resource Management Review. p.100747.
Fei, T.L.K. and Aun, L.K., 2019. The Impact of Human Resource Management Bundles on
Innovation in Malaysia. Journal of Applied Economics & Business Research. 9(1).
Han, J.H and et. al., 2019. The goldilocks effect of strategic human resource management?
Optimizing the benefits of a high-performance work system through the dual alignment
of vertical and horizontal fit. Academy of Management Journal. 62(5). pp.1388-1412.
Korff, J., Biemann, T. and Voelpel, S.C., 2017. Human resource management systems and work
attitudes: The mediating role of future time perspective. Journal of Organizational
Behavior. 38(1). pp.45-67.
Ogbeibu, S and et. al., 2020. Technological turbulence and greening of team creativity, product
innovation, and human resource management: Implications for sustainability. Journal of
Cleaner Production, 244, p.118703.
Oluwatayo, A.A. and Adetoro, O., 2020. Influence of Employee Attributes, Work Context and
Human Resource Management Practices on Employee Job Engagement. Global Journal
of Flexible Systems Management. 21(4). pp.295-308.
Tung, R.L., 2016. New perspectives on human resource management in a global context. Journal
of World Business. 51(1). pp.142-152.
Xiao, M and et. al., 2020. To what extent is corporate social responsibility part of human
resource management in the Chinese context? A review of literature and future research
directions. Human Resource Management Review. 30(4). p.100726.
Zhao, Y., 2018. Managing Chinese millennial employees and their impact on human resource
management transformation: an empirical study. Asia Pacific Business Review. 24(4).
pp.472-489.