HRM Practices and Employee Engagement

The assignment discusses the significance of HRM practices in enhancing employee engagement. It highlights the importance of employee-organization relationships, flexible work arrangements, and recruitment strategies. The study also emphasizes the role of technology in improving HRM processes and employee satisfaction.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1. Purpose of HR functions, its roles and significance to meet objective of firm ......................1
2. Approaches to workforce planning, recruitment and selection, training and development,
performance management and rewards system ..........................................................................2
3. Inclusion cast study example to examine different methods used in practices of HR ...........5
4. Approaches to employees relation and employees engagement with flexible organization,
work practices and employers of choice ....................................................................................6
5. Key aspects of employment legislation...................................................................................8
6. Evaluation of employees relation and impact of employment legislation on decision-
making.........................................................................................................................................9
TASK 2..........................................................................................................................................10
7. HRM practices in work related context................................................................................10
8. Technology help to improve recruitment and selection process...........................................12
CONCLUSION..............................................................................................................................13
REFERENCE.................................................................................................................................14

INTRODUCTION
Human resource management (HRM) is the strategic point of view to effective
management of people for improving their performance and achieve goals of organization. In
this context, HR department is responsible for formulate and implement the HR policies,
employees benefits, training and development, performance management within the organization
(Noe and et.al., 2017). This study is based on Tesco. It is British multinational general
merchandise and groceries supermarket in UK. It is third largest supermarket on the basis of
revenue. Report will explain purpose of different HR functions, key roles and responsibilities
and its significance to meet objectives of firm. It will assess different approach to workforce
planning, recruitment and selection within the organization.
TASK 1
1. Purpose of HR functions, its roles and significance to meet objective of firm
Human Resource Management (HRM):
HRM is the practice of hiring, position and managing the employees in within Tesco. In
this context, there are many functions of HRM such as training and development, recruitment
and selection, performance management, ensuring legal compliance etc. All these have various
purposes which help to meet and achieve objectives of organization (Cascio, 2015).
Compensation and Benefits:
The assistant of HR manager needs to ensure that conform to new ways of providing
benefits to the workers. Therefore, employees are effectively working and aid to achieve the
goals and objectives of Tesco. The purpose of this function that is employees make efforts to
improve their performance and increase productivity for accomplishing objectives of firm.
Performance Appraisal:
It is another function of HRM in which employees are evaluated as per their performance
in the workplace. Through this function, HR department evaluate needs improvement of workers
in other areas (Bratton and Gold, 2017). The purpose of performance appraisal is to increase the
effectiveness of performance in the Tesco.
Role and Responsibilities of HRM:
HR plays various roles and responsibilities to manage people and improve their
performance in the organization.
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 HR department is responsible for recruiting and hiring of suitable candidate in right job
roles within workplace.
 HR function play role in ensuring all legal compliances related to employment, working
hours, working conditions, minimum wages etc. to protect employees in the Tesco.
 HRM function help to in figure out that hired employees is moving towards objectives of
firm (Tansel and Gazîoğlu, 2014).
 HRM function aid to workers with chances for development, education, training and
management within the Tesco.
Significance of HRM:
 HRM is the most significance approach to effective management of employees within the
organization in relation to attain the goals and objectives.
 It is the important to build relationship with employees and employers for effective
working to meet the organization goals (Townsend, Wilkinson and Burgess, 2014).
 HRM is essential to retain and acquire talent to workers for achieve goals of firm.
2. Approaches to workforce planning, recruitment and selection, training and development,
performance management and rewards system
Approach to Workforce Planning:
Workforce planning is continuous procedure utilised to align needs and priorities of firm
with those of its workforce to ensure meet legislature, services and requirement of production as
well as objective of company (Mishra, Boynton and Mishra, 2014). The analytical approach to
workforce planning which is essential as it gives factor based method of understanding
behaviour to workforce within Tesco. This approach involves reviewing recruitment, promotion
and turnover patterns of workers in the firm. Also, this aid to uncover hidden reasons of
overtime, absenteeism and lower productiveness in the workplace.
Approach to Recruitment and Selection:
Recruitment is procedures of attracting, shorting, choosing and appointing right
candidates for jobs within company. Selection is the process of selecting the most suitable
candidate for vacant position in the Tesco. Systematic recruitment methods is kind of approach
to selection which purpose to decrease amount of personal minimum bias in the selection process
(Approaches to Selection, 2019). Through this, series of laid down procedure is necessary, all
interlocking with one another and all leading to logical selection of the best candidates.
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Internal Recruitment:
Promotion is the internal source of recruitment in which employee hire upper level
position as per current position with large responsibilities and duties of job role. The strength of
this source is to reduce the cost from hiring outside the company. The weakness is to limited
choice of employee.
External Recruitment:
Campus placement is external source of recruitment in which company hire new talent
candidate from high educational institution. The strength is to large number of candidates and
new talent in the universities. The weakness is to large amount of money in relation to hire
candidates outside the firm.
Approach to Training and Development:
Training and development is wider portion of HR development within organization. Also,
it is become more essential internationally in relation to prepare employees for new jobs
(Townsend, Wilkinson and Burgess, 2014). HR manager need to focus on emerging need of
training and development, its expresses upon employees and employers within the Tesco.
Systematic approach to training involve comprehensive training programs, systematic
development of different competencies and facilitating the growth of knowledge, abilities and
attitudes required by employees.
Approach to Performance Management:
Performance Management is procedure of making work atmosphere or setting in which
people are allowed to perform to the best of their skills. Result approach shows outcome
produced by the worker. This is bottom-line approach which is not concerned about behaviour
and procedure of employee rather than focus on produced by workers (Mishra, Boynton and
Mishra, 2014).
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ANNUAL PERFORMANCE REVIEW
EMPLOYEE INFO
EMPLOYEE NAME DEPARTMENT
EMPLOYEE ID REVIEWER NAME
POSITION HELD REVIEWER TITLE
LAST REVIEW DATE TODAY'S DATE
CURRENT
RESPONSIBILITIES
Attach job description, noting
any significant changes.
PERFORMANCE
ASSESSMENT
Evaluate performance and
achieved goals.
Discuss areas of excellence
within performance.
Discuss areas of improvement.
Develop future goals with set
expectations.
COMMENTS AND
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APPROVAL
Provide any additional
feedback.
EMPLOYEE SIGNATURE REVIEWER SIGNATURE
Approach to Reward System:
Rewards system is not simply pay and benefits, it involves non-financial rewards such as
gratitude, learning and development chances, superior job roles within the organization. The
concept of total rewards defines as an approach which show need to consider all aspects of work
experience and value of workers in the Tesco.
3. Inclusion cast study example to examine different methods used in practices of HR
HR practices are refers through which human resource personnel can develop leadership
of staff in the workplace. This happen through practices of developing extensive training courses
and motivation programs (Tansel and Gazîoğlu, 2014). In this context, there are mainly seven
best HR practices which involves employee security, self-managed and effective team, extensive
training and so on.
For example: There is imbalance situation in the wages that are paid to employees and
required to cost for training of staff in the Tesco. For that, HR department need to pain equally
pay higher for satisfaction of employees in the workplace. In addition to that, there is unfair
employment practices within Tesco. Therefore, assistant consult with HR manager to solve this
kind of issues in the workplace. Unfair employment practices involves refusing grievance
procedures, participating in strike, slowdown, refusing to negotiate in good faith with agency etc.
Thus, HR manager needs to use different methods of improving these issues. In this context, they
are utilised method involve increase motivation, flexibility, working conditions and giving the
appropriate pay and rewards as per their performance in the Tesco.
For instance: There is complex situation which is occurred by conflict within working in
team in the workplace. Therefore, HR assistant follow method for resolve conflict like
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negotiation. It is the process of combining different positions into joint agreement under decision
Approach to Reward System:
Rewards system is not simply pay and benefits, it involves non-financial rewards such as
gratitude, learning and development chances, superior job roles within the organization. The
concept of total rewards defines as an approach which show need to consider all aspects of work
experience and value of workers in the Tesco.
There are many HRM practices such as extensive training, employee security, rewards
system which are beneficial for employees and employers within the Tesco. For employees,
HRM practices will aid to increase the productivity, develop skills and knowledge, improving
performance in the workplace. For employers, HRM practice will assist to raise profitability and
improve the performance of the organization.
4. Approaches to employees relation and employees engagement with flexible organization,
work practices and employers of choice
Approach to Employees Relation:
Employees relations means to efforts to manage relations between employees and
employers within the company. HR manager try to provide good employee relations programs
which give fair and consistent treatment to all workers, so that they are highly committed to their
jobs and loyal to firm. Therefore, HR manager used flexible working arrangement approach to
employees relations in the workplace (Cascio, 2015). Flexible working arrangement involve
flexible work practice, working hours, working condition, flexible organization, giving
professional training, giving opportunity for career growth etc. Employers of choice who offers
these kinds of arrangements and grand work culture within the Tesco. Through this approach,
HR manager build their relationship with employees effectively in the workplace.
Advantages:
 Strong employee relation help to effective working in team and completed task efficiently
and effectively on time.
 Effective employee relation aid to give chance for future growth for career.
Disadvantage:
 Poor employee relation is happened lack of coordination and poor performance in the
workplace.
 Ineffective employee relation occur conflict between workers in the business.
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Approach to Employees Engagement:
Employees Engagement is workplace approach which is resulting in right situations for
all staff to give the best performance each day, more committed to values and objectives,
motivated to contributed in success of organization (Noe and eta.l., 2017). Therefore, HR
manager use team building activities as an approach for employee engagement within Tesco.
There are various activities involving such as creative happy hours, hobby clubs, awards,
shadowing colleagues, book clubs etc. that are aided to enhance employees engagement in the
organization. With these activities, employees are highly engaged to their work or role as well as
contribute in other functions of company. It is necessary to offer chance for employees to
shadow colleagues in other divisions or with different responsibilities (Team Building Activities
that Increase Employee Engagement, 2019). Workers are rarely odd about doing and fulfil other
functions. It can foster interdepartmental practice while giving chance to explore various career
path to employees in the workplace.
5. Key aspects of employment legislation.
Employment legislation always affect to hrm practices and decision-making process of
Tesco but it is necessary to apply in companies rules and regulations.
Worker's compensation act 1923
Worker's compensation act says that to employer provide compensation to their
employees. It is the form of insurance providing wage replacement and give medical benefits to
employees injured at workplace (Eldor and Vigoda-Gadot, 2017). For example: when employees
injured at the time of working in the office, then management of Tesco have to pay
compensation against of injuries.
Employee rights act 1996
Employee rights act says that to employer privilege to employees like leaves, documents,
training and development. It is the rights of employee. For example: if employee wants leaves
against of their personal reason, in that case manager of Tesco give paid leaves to their employee
according to this act. This is beneficial for employee and employer.
Safe and healthy act 1974
This act define as the general duties of everyone from employer, employee, management,
manager and higher authority to maintain the safe and healthy work culture within the
organisation. According to this act, manager of Tesco have to provide safe equipments and tools
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to employees. By these employees are safe from their work culture and feel healthy at
workplace. It is duty of everyone in organisation to use safe and healthy equipments and tools for
working.
Anti Discrimination act 1975
This act promotes the equality opportunity for everyone in organisation by protecting
them by unfair treatment and sexual harassment and certain activity which are unfair for
employees. Buy this act management of Tesco stop any discrimination in organisation and it is
helpful for employees safety and protection (Freedland and et.al., 2016). For example: when
employee face unfair treatment from their manager, then this act is applicable and help to stop
this unfair treatment.
6. Evaluation of employees relation and impact of employment legislation on decision-making.
Evaluation of employee relation in organisation and impact of legislation in its decision-
making process.
Employee relation with organisation
Employee relation is an important part of the organization. Success of organisation is
depends on strong relationship between employee and employer of the Tesco. It is important to
maintain relation with their employees because they are the important assets of organisation.
Effective and strong relation give positive impact on decision-making. For making effective
relations with employee, Tesco give monetary and non-monetary rewards to their employees.
This will help to making effective relations with employee. By this employee feel safe and part
of the organisation and try give their hard contribution with employer to achieve work goal of the
company (Noe and et.al., 2017). Hr department plays an important in creating effective relations
with employees. Positive relation of employer and employee is the strength of company. It is
also helped eradicate the problems between them.
Impact of legislation in decision-making
Laws are always affected to decision-making of company and its hr practices. It is
important to apply in polices of company. That includes worker's compensation act, employees
rights act, anti-discrimination act and safe and healthy act. These all are affect to hr practices and
decision-making of Tesco. For example: workers compensation act say compensate their
employees when they are injured in company. By this Tesco have make new polices applying
this act. According to that, workers compensation act affect the decision-making of company
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because management have to take decision according this. Like anti-discrimination act says that
stop unfair treatment and stop discrimination from workplace. In that case manager of Tesco
have to take decision according to this act (Sargeant, 2016). Laws are help to stop ant
discriminations from the workplace and it is important. It helps build goodwill of company in
market place.
TASK 2
7. HRM practices in work related context.
HRM practices is important in every organisation. This will help to maintain discipline in
organisation.
Job description
Job title Human resource assistant
Report to Human resource manager of Tesco
Role (main purpose) Payroll
Check our attendance
Managing human resource
Responsibilities Job application
Scheduling interview
Documentation of hiring candidate
Qualification Master's in human resource management (certified from CIPD)
Person specification
Title of job Human resource assistant
Date: 22 February 2019
Qualification required Essential Desirable Met
Master's in human resource
management
MSc leadership and human
Yes
Yes
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resource management
(certified from CIPD)
Experience
1.5 year experience in human
resource assistant
2 year experience in
administration and human
resource software
Yes
Yes
Personal characteristics
Attractive communication
skills both oral and written
Effective time management,
solving problems of human
resource
Yes
Yes
Interview questions,
1. Tell me about your past working experience?
2. How you manage conflicts between employees?
3. How do you handle completing multitasking under tight deadlines?
4. How has your knowledge of labour law improved your work?
5. How do you maintain the calendar of hr team?
Job letter
Job offer letter
Tesco public limited company,
(CEO)
London, UK.
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Date: 25 February 2019
Bob jostle
London
Mrs Bob,
Tesco is pleased to inform you that your selected as a human resource assistant.
This letter includes important details about your compensation, benefits and the trem and
conditions of you anticipated employment with Tesco.
We are offering a full-time position for you as human resource assistant, reporting to manager
starting on 27 February 2019 at London. Expected working hours are 8 (9 am to 5 pm) and 5
days of week.
In this position, we are offering you £30000 per year. As an employee of this company you will
eligible for the stack plan, health insurance.
If you accept this offer, please sign this letter and revert back on our official links and Mail I'd.
Thanks and regards
Human resource department
Tesco public limited company
8. Technology help to improve recruitment and selection process.
Technologies are help to improve recruitment and selection process of Tesco.
Technology
Technologies are best to apply in their workplace and this will help to improve their
recruitment and selection process. It provides useful and valuable information of job openings to
job seekers. This improve screening of employee without any wastage of time. It is help to
improve interview process of candidates through automated interview scheduling and online
interview (Stone and et.al., 2015). Technology help to Tesco for improving their recruitment and
selection process of new hiring and existing employees.
Online resources
Online resources like web page and official blogs of company. It provides details to
peoples regarding job openings in company. Through that job seekers apply application of job
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work in Tesco. Management of Tesco see that particular application then manager can direct call
for interview scheduling and take interview of candidate. Select them on the basis of effective
interview performance. By this Tesco can improve their recruitment and selection process.
Digital platform
Digital platform is also important aspect of improving recruitment and selection process.
In that includes websites, web applications and media. Company can post their job openings at
this platform by this Tesco can hire the global level candidates in organisation (Wright, 2018).
By this Tesco can improve their recruitment and selection process on global network.
Social media
It is also a help to improve their recruitment and selection process. In that includes social
media like Facebook, twitter and Instagram. Management of Tesco can put details of job
openings at these sites. Then job seekers see and apply for this post and call for interview. By
this Tesco can improve their recruitment and selection process.
CONCLUSION
From the above study it had been concluded that HRM plays important role in
organisation. Purpose and roles of HR function has affect to employees by HR practices.
Different methods of HR practices helped to maintain the employees need if training and
development. Report has covered by the model of employee relation, engagement and flexible
work environment. That has effective for company to improved their relation with employees.
Study had been cover by the employment legislation which has affect to decision-making
process of company. That include worker compensation act, employees rights act and anti-
discrimination act according to that company have to make changes in their polices. All hr
practices were implemented in work context with example. Technologies were helped to
improve recruitment and selection process of company.
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REFERENCE
Books and journals
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Cascio, W. F., 2015. Managing human resources. McGraw-Hill.
Eldor, L. and Vigoda-Gadot, E., 2017. The nature of employee engagement: Rethinking the
employee–organization relationship. The International Journal of Human Resource
Management. 28(3). pp.526-552.
Freedland and et.al., 2016. The contract of employment. Oxford University Press.
Mishra, K., Boynton, L. and Mishra, A., 2014. Driving employee engagement: The expanded
role of internal communications. International Journal of Business
Communication. 51(2). pp.183-202.
Noe and et.al., 2017. Human resource management: Gaining a competitive advantage. New
York, NY: McGraw-Hill Education.
Noe, R. A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Sargeant, M., 2016. Age discrimination in employment. Routledge.
Stone and et.al., 2015. The influence of technology on the future of human resource
management. Human Resource Management Review. 25(2). pp.216-231.
Tansel, A. and Gazîoğlu, Ş., 2014. Management-employee relations, firm size and job
satisfaction. International journal of manpower. 35(8). pp.1260-1275.
Townsend, K., Wilkinson, A. and Burgess, J., 2014. Routes to partial success: Collaborative
employment relations and employee engagement. The International Journal of Human
Resource Management. 25(6). pp.915-930.
Wright, P., 2018. Fundamentals of human resource management. Management. 5, p.27.
Online
Approaches to Selection. 2019. [ONLINE]. Available through. :
<http://www.managetrainlearn.com/page/approaches-to-recruitment>.
Team Building Activities that Increase Employee Engagement. 2019. [ONLINE]. Available
through. : <https://www.claritywave.com/team-building-activities-increase-employees-
engagement/>.
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