Roles and Responsibility of HRM in Workplace Planning

Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1 Roles and responsibility of HRM...........................................................................................1
P2 Strength and weakness of recruitment and its approaches.....................................................2
LO2..................................................................................................................................................3
P3 Benefits of HRM practices for employer and employees.......................................................3
P4 Effectiveness of HR practices in increasing organizational performance and productivity...4
LO3..................................................................................................................................................5
P5 Relevance of employee relationship in HR decision-making process....................................5
P6 Legislative impact on HRM employment decision making...................................................6
LO4..................................................................................................................................................7
P7 HRM practices in context of work..........................................................................................7
CONCLUSION................................................................................................................................9
..........................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Human Resource Management is a strategic approach for effective management of
people through the process of recruitment and selection, induction and orientation of employees,
training and development and maintaining good relation with employees. In this report, Tesco is
taken as an organization. It is a British multinational retailer, headquartered in UK. It has more
than 360,000 employees worldwide. The core mission of Tesco is to make what matters better,
together. It serves millions of customers by providing wide variety of product and services
ranging from food, clothing, cosmetic, electronics and financial services. This report includes
purpose and scope of HRM in workplace planning to fulfil business objectives, different
approaches to recruitment, effectiveness of key elements of HRM in an organization and the
factors affecting the HRM decision-making process.
LO1
P1 Roles and responsibility of HRM
Effective HRM gives organization the ability to fulfil business needs by managing its
human resources. It is the vital part of every organization as it is related to people. Important
roles and functions of HRM are described below.
Planning: It is a procedure by which management ensures that organization is having right
number of people with relevant expertise that meets with the needs of the organization. In case of
Tesco which is a growing company, it requires people on a daily basis for all its business. Tesco
has its software to analysis the workforce requirement and do recruitment to meet future needs.
Recruitment and selection: It is the core function of HRM where new employees are recruited
and selected based on the needs by providing equal employment opportunities. Recruitment is
the process in which application for the job are invited (Berber, Đorđević and Milanović, 2018).
Tesco uses both internal as well as external source of recruitment. It first looks for internal talent
to fill the place if they are suitable or by providing relevant training and development
programme. It also advertises its job vacancies on its career portal for which applications are
available online and chosen applicants have interview process for final selection.
Training and development: After selection, employees are provided with some training and
development programmes to make them fit for the job. Tesco provides training to both freshers
and experienced employees for preparing them for high level of responsibility. It uses both on-
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the-job methods such as job rotation, internship, apprenticeship etc. and off-the-job methods like
classroom lectures, case studies, role-playing etc.
Performance management: It is a procedure used in evaluating the performance of the staff, to
maintain and improve the productivity of the group and meet the standard performance. It is a
process by which managers plan and review the performance of the employees and the
employee's contribution to the organization (Sivapragasam and Raya, 2018). Tesco uses several
methods to evaluate the performance of its employees such as team leader feedback, group
evaluation, target setting for individual or groups etc. which helps management in development
of work related skills of employees.
Employee and labour relation: In HRM, maintaining a good relation between employer and
employee is very essential. It is important to develop and communicate the strategies and
procedures to employees and labours so that both knows what is expected (Functions of Human
resource Management. 2019). Tesco has maintained a good relation with its employees at all
levels, making them understand the organizational mission and vision and also taking care of its
employees goals. It is working on aligning its goals with its employees personal goals.
P2 Strength and weakness of recruitment and its approaches
The hiring and selection process is a vital part for the growth of the organization. There
are several methods organizations uses to recruit employees which has its own advantage and
disadvantage which has been discussed below.
Recruitment: As a larger retailer, Tesco requires large number of workforce to achieve
organizational goals and aims (Ch, 2016). It mainly has internal and external sources of hiring.
From video or mobile recruitment to AI recruitment, there are number of ways HR manager can
identify and hire potential candidates but has its advantages and disadvantages.
Internal Recruitment: This is done through transfer or promotion which allows existing
employees to switch from current position to other. But is has its own strength and weaknesses.
Strengths: It has little or no cost and boost the moral of the employees, also it helps in retaining
the employees and reduce employee turnover and staff feels motivated to work hard and give
their best, no need to take interview and no risk of hiring unqualified employees.
Weaknesses: Filing the vacancy from the organization reduces the opportunity for other
potential candidates, missing out new ideas and opinion which external candidates can have and
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