Human Resource Management: Recruitment & Selection

This assignment delves into the core aspects of Human Resource Management (HRM), particularly emphasizing the crucial processes of recruitment and selection. It examines various theoretical frameworks and practical applications related to attracting, assessing, and onboarding talent within organizations. Students will analyze relevant scholarly sources, such as books by Bolman & Deal, Campbell et al., Coff & Kryscynski, and Gatewood et al., to understand the complexities of HRM in contemporary business contexts.

HUMAN
RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Different purpose and Functions of HRM.............................................................................1
P2 Explain the different approaches of recruitment and selection..............................................2
P3 Different practices of HRM benefit management and employees of firm.............................3
P4 Effectiveness of HRM in increasing growth and productivity..............................................4
P5 Value of employee relations in decision making..................................................................5
P6 Elements of Legislation act of employees............................................................................7
P7 Different applications of HRM Practices..............................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human Resource management are responsible for managing resources of firms in an
effective manner. Performances of employees plays an important role in determining success of
firms. Main objectives of these departments are linked with recruitment and selection of
employees, making plans and policies so as to carry out activities in defined path, rewards should
be given to employees according to their business performances (Barney, Ketche and Wright,
2011). Tesco Plc is multinational grocery stores and third largest retailer in world which are
measured by net profit. Business activities expanded rapidly thus owner Jack Cohen was able to
operate more than 100 stores around the world. This Report comprises of different topics like
functions and scope of HRM. Effectiveness of key elements and internal and eternal factors
which affects decision making process. Application of HR practises in real business world.
TASK 1
P1 Different purpose and Functions of HRM
There are various functions and purpose of human resource department which are linked
with management of resources in Tesco .Work force planning are tools which are involved in
identifying various needs of customers so as to achieve goals for firm.
Different purpose of HRM are defined below:
Major activities of HR are related with hiring, selecting and training and development of
employees so as to carry of business activities in planned ways. Recruitment or hiring process
are related with searching of employees who are capable of work and stimulating them to apply
for vacant position in Tesco. This process starts when company needs employees who had
potential to do assigned task. Selection involves choosing right individuals from group of person
who are best suited for the vacant positions in cited firm. Training and development activities are
helpful in enhancing current skills and knowledge of employees who will perform business task
at cited firms. It gives practice ideas about how each task will be carried out to achieve business
objectives by effective utilisation of resources (Bolman and Deal, 2017).
 Development of individuals who are employed at work place so as to enhance their skills
and attitudes.
 Encouraging team work at cited firms are helpful in ensuring kinship among employees
at work place. Healthy relations at work place are thus helpful in achieving profitability
and retention of employees at Tesco.
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 Collaboration among managers and employees are helpful in performing business task in
way which leads to success of firms. They encourages employees to understand their
roles and responsibilities to work effectively which leads to development of cited firms.
 Commitment of employees towards work can be achieved by developing strategies which
involves plans and policies for effective work procedures. Workers should do their work
with enthusiasm, they should accept all the challenges because is workers are satisfied
they will achieve desired business goals.
Functions of Tesco involved in Human resources management are discussed below: Safety and security: Operational Health and Safety act was passed in 1970 to ensure
safety of employees who are working at Tesco. This act was helpful in providing safety
to workers who are operating on hazardous machines which requires chemicals. If any
workers are injured while doing business operations than they should be compensated.
Workers should be given proper training to handle heave machinery so as to ensure
workers safety and healthy work environment (Bolman, 2017). Employee Relations: This functions is helpful in strengthening positive relations between
managers and employees. This is helpful in reducing conflicts as problems of employees
are resolved soon because of strong bond. Positive relations can be achieved by job
satisfaction, collecting bargaining procedures and negotiations between employers and
employees for work plans.
 Compensation and Benefits: If employees produces effective results than they are
motivated by different compensation packages which are offered to workers at Tesco.
This function is helpful in motivating employees who are employed at work place.
Compensation packages includes incentives, payrolls, bonus, salary and allowances.
P2 Explain the different approaches of recruitment and selection
Recruitment and selection, both are part of hiring process. They are core function of
management and the first step of appointing a candidate. Sourcing candidates means find out a
suitable candidate who matches needs of the business organisation. The process of recruitment
refers with collecting applicants pool in order to fulfilling vacant position. Whereas selection is
seems as negative term; it is the process in managers are identifying the best one among all other
variable alternatives (Fine, 2012). Managers of TESCO are using various tools and techniques
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for recruitment and selection; this will help them to meeting the goals and objectives of business
organisation. There are given following approaches that can be used in recruitment and selection:
-
Internal sources – Internal sources are considered with finding the candidates within the
business organisation. Whenever a vacancy is a arises up in organisation; it may be given to the
person who is already on the pay roll. It involves- transfer and promotion of employees from one
department to another or one place to another. Along with this, if TESCO gives a higher position
to an employees; it can also motivates other employees of the firm as they can work hard. The
staff members can be informed of such vacancy by internal environment.
Advantage of internal sources of recruitment
The most common advantage of internal sources is its capability to improve employee
morale. For example- every person in business organisation expect promotion after a certain time
period. It helps to do the same. Recruitment also promotes loyalty among employees so that they
feel secure towards their position.
The main disadvantage of internal sources includes
It declines capable persons from outside to join the concern. It can only be used for lower
position and may lead to favouritism and nepotism (Cloke and Park, 2013).
External sources – Business organisations are using external sources of recruitment and
selection in order to hire for higher positions i.e. general manager, HOD etc. when existing
employees are not suitable. More persons are essential when expansions are undertaken.
Methods of external sources are as- advertisement, employment exchange, factory gates, casual
callers, factory unions, former employees etc.
External sources advantages
They are useful to hire fresh and new talent for business organisation. Along with this, the
personal department of the company advertises the vacancy in newspapers, internet, job portals
etc. so as numerous candidates can easily applied for the profile. Merits of external sources are-
availability of suitable person, bring new ideas and thoughts, economical, new talents get the
opportunities.
Disadvantages of external sources includes
The skilled and ambitious employees may switch the job more frequently, time consuming, it
cannot develop loyalty among the existing managers (Coff and Kryscynski, 2011).
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P3 Different practices of HRM benefit management and employees of firm
HRM practices are involves performance management. Training, hiring, payroll and
employee benefit administration. It cannot possible for managers to finish activities without
coordinate activities and tasks. There are given below the benefits of using human resource
management practices in context of employees as well as employers: - Promoting positive behaviour – It is the most essential role of HRM practices of
TESCO. It is helpful in order to develop employees behaviour. If all employees of
organisation are working together as it improves their personal as well as professional
relations.
Different HRM practices keeping employees productive and happy so as managers can
easily achieve goals and objectives from target market. Along with this, it can also
promote loyalty of employees so that they can retain in company for a long term period. Developing employees – Employees are the assets of business organisation, then it is the
duty of managers to provide essential training and development assistance. With that,
they can easily improves their productivity and performance level. In TESCO, HRM
practices are able to satisfying employees need and persuade them to contribute towards
the goals and objectives of business organisation. Competencies, skills and knowledge of
workers can maximise a firm's competitive advantage (Campbell, 2012). Building a flexible workplace – HRM practices indicate shifting demographics at the
workplace. In this century workers are expecting to work in different shifts according to
their suitability; US workers are more diverse. If employees are getting flexible and easy
going working environment as they become more dedicated towards performing tasks
and activities of company. Along with this, organisations wants to retain worker for a
long term period, its their responsibility to provide flexible working environment to
workers.
 Motivating and encouraging staff members – Managers can improve employees
performance by giving them attractive salary packages and extra voluntary benefits. This
is the reason why owners are tend to hiring those managers who can easily manage all
workers in an effective manner. HRM practices are useful in order to implement reward
system in business organisation so that employees can force to work hard (Bröckermann,
2012).
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Different models of HRM includes:
 Recruitment and Selection: This is the main function of HR department is is linked with
selecting the best applicants from the large poll of candidates who can perform the
business activities in an effective ways.
 Training and Development: These activities are organised in order to make the employees
familiar with the work environment.
P4 Effectiveness of HRM in increasing growth and productivity
Human resource management plays an effective roles in growth and development of
firms which increases their profit ratio. Plans and policies are helpful in determining success for
firms. If works are carried out by proper designed plans than they will helps in achieving growth
for cited firms. Major factors which increases growth and productivity includes:
Talent Management: Retaining employees who are effective for firms for long times
helps in increasing productivity. Every person is different and has talents to achieve task in
different ways which are useful for firms. Employees use their talents in performing business
task which are helpful in increasing productivity and success of firms. Various activities are
organised by Tesco which are helpful for managers to know about differential skills and
knowledge of employees which they can use in performing business operations. If workers are
doing productive works then they are rewarded for their performances (Kinicki and et. al.,
2014). Evaluation of effective work performance are helpful in achieving valuable assets for
firms. Mangers can provide effective guidelines to those workers who are not able to produce
desired results for firms. Motivating employees can also leads to success of firms.
Information System: This system is also known as knowledge administration.
Information are provided to employees which are essential to carry out business activities.
Effective communication plans are needed for every business as it helps in making employees
aware about plans and policies which are helpful in achieving business goals. Effective
management systems are helpful in achieving desired goals in a planned way. If employees are
well communicated there will be no miscommunication about information and this will help
employees to understand their roles and responsibilities in an effective manner. Good
communications plans are helpful in expanding business activities globally around the world.
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Coherent Thinking is related with giving strict orders to employees at work places. If
they failed to achieve the desired task than they will not be given any incentives of the work they
have done.
Logical thinking is related with doing the working with appropriate ideas and plans in
order to make the work more effective and achieve desired goals of organisations.
P5 Value of employee relations in decision making
Maintaining healthy relations with employees are essential factors which determines
success of firms. Effective employee relations are helpful in increasing growth and productivity
for Tesco. It leads to satisfaction of employees which increases firms efficiency. Healthy
relations between managers and workers are helpful in resolving conflicts which arises at Tesco
(Oechsler, 2011).
Strong relations among workers are dependent on various factors like healthy and safe work
place where employees can carry out business operations, participation and commitment of
workers towards various work process, motivation of employees by rewarding employees work
and providing them incentives, Effective communications plans should be developed at work
places. Thus strong employee relations are helpful in achieving productivity and increasing sales
of firms.
 Good relations with employees reflects that workers should posses positive identity about
business activities and their presence at work place.
 It helps in increasing loyalty among employees as they are satisfied with working plans.
This leads to commitment towards organisational goals.
 Effective relations are helpful in motivating employees which results in increased
productivity for employees.
 It results in less employees leaving the workplace thus retention of employees for long
terms at work place and reduction in cost which can be incurred on hiring new employees
for work place.
 Friendly work environment are helpful in work efficiency as employees are focusing on
their assigned task and to achieve business objectives.
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 Cooperation among team members is vital for every business as it helps in encouraging
team spirit and delegation of authorities and responsibilities at work places.
 If persons are responsible about their duties than it leads to success of firms which are
essential for Tesco (Seibert, Wang and Courtright, 2011).
 It helps in taking important decisions by managers about the difficulties which are faced
by workers. This leads to time effectiveness in taking decisions and judgements are not
delayed which are vital for business operations.
 Employees are fairly paid for their work performances in respect of pay salary.
 Employees should be given challenging task to perform in which they show interest. This
is helpful in assigning roles and responsibilities to employees.
 Employees should be given rewards for achieving targets or meeting specific
performances which are designed by firms.
 This is also helpful in maintaining strong relations through continuous interaction in
relation to various task which are to be performed by them.
 There will be no discrimination at work place as all employees will be treated equally.
Work will also be distributed equally among all the members of firms.
 Good interaction among workers are helpful in creating helping nature among employees
and they will helps other employees in reaching their specified targets.
 It can be stated that employee relations are helpful in creating friendly work environment
which increases growth and productivity of firms. Also retaining of employees for long
duration and increasing firms profit.
All these above discussed are the helpful in making positive relationship with employees at work
place if they are involved in the decision making process.
P6 Elements of Legislation act of employees
There are different types of employee legislation which are considered by Tesco are
described below:
Anti discrimination act: This act laid down principles for protection of employees at
work places who are facing discrimination in relation to different factors like race, cast creed ,
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colour, sex etc. This law is applicable for those companies who have employed more than 20
workers. Employers cannot neglect employees workers or terminate his employment. This act is
helpful in protection of employees who are facing discrimination at work places.
Age discrimination act: The provision laid down by legislation implies that an
organisation cannot hire and fire an employee who had attend age of 40 or above. This is
applicable in those firms which have more than 20 employees involved in work process (Jackson
and Parry, 2011).
Minimum wages act: This act was enacted by law to provide minimum wages to workers
as designed by court of law. Employers are not libel to denied employees in relation to providing
minimum wages at Tesco. This act is mandatory to be followed by all firms who have employed
more than 15 workers. This helps in protecting workers and they are paid for their work
irrespective of any reason from manager. This in turn is helpful in fulfilling their basic desires.
Leave provisions: There was an act enacted by law such as federal Family and Leave act.
This act was helpful for employees to take paid leaves in emergency situations like health issues,
death of any family member, drastic situations in family and case of new born child. Various
laws are enacted in relation to health and safety of workers at work places so that workers can
lead a healthy life. Provisions of employees safety when they are working on dangerous
machines which requires technical assistance (Gatewood, Feild and Barrick, 2015). this had to be
followed by Employer of Tesco.
Equality act: This act states that all employees are equal in eyes of law thus they should
be treated equally. Discrimination should be removed from work places between male and
female workers. Works should be divided equally among them, thus equal pay scales. If this act
is neglected by Tesco than they had to face formalities of laws for voiding this act. If any
employees feel they are cheated or any laws are violated by firms than they can file a case
against them (Gruman and Saks, 2011). This act had to followed by cited firms.
If employers of cited firms does not follow any of these legislations than they had to face
heavy losses. Their images are corrupted and they are sued by court of law for neglecting these
laws. If these acts are not followed in designed ways than they loose trust of their employees and
thus they are not able to expand their business activities as their images have created negative
images in minds of individuals. Thus these type of activities are not at all accepted by employees
of Tesco.
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P7 Different applications of HRM Practices
Different aspects of Human resource practices can be defined with the help of soft and
hard model of HRM.
Soft HRM This model focuses on various needs of
individuals at work places, commitment
towards work, motivation, self governing
behaviour in relation to strategic approaches to
people. This results in achieving business goals
as employees are motivated towards their work
plans.
Hard HRM This model focuses on performances of
individuals so as to achieve desired outputs
which are helpful in increasing efficiency of
firms.
 Job satisfaction is also an important factors for firms. If employees are happy than they
will work with their full potential which are helpful in increasing growth and productivity
for firms. Commitment of employees towards their work programmes are also effective HRM
practices as it leads to success of Tesco by increasing cost and revenues.
Example: If training programmes are organised by firms than it will help in increasing
knowledge of employees and evolution of new ways by which work can be completed in desired
structure which results in profit for firms (Recruitment & Selection Hiring Process).
 HRM practices are helpful in motivating employees by boosting their knowledge level
and enhancing their skills which are used by for performing different business activities.
 Positive work environment can be created by treating all employees equally and
decentralisation of power and authorities among workers of Tesco. Curriculum vitae ( C.V) Name: Address:
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 Contact Number: Email ID: Carrier objective:- To become successful person in life. My main emphasis is on
achieving the task that are desired for me to achieve the heights of success.
 Academic Qualification:
 Graduation MBA
 Experience: 3 Months job experiences in business field
 Personal Skills:
 Interpersonal Skills
 Good Communicator. Motivational Skills Declaration:
 I hear by declare that the above informations is true to my knowledge
Organization name Tesco Plc
Job designation HR Manager
Location UK
Reports to Senior HR Manager
Roles and responsibilities
 Responsible to recruit potential employees for organisation
who can do the work effectively in order to achieve
organisational goals.
 Ensuring benefits to employees such as pension plans,
holiday to employees
Salary Initial Salary vary from 7 to 9 Lakh per year.
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CONCLUSION
From the above report it can be analysed that Human resources are helpful in hiring,
selecting and providing training to employees who are potential for Teaso. Effective
implementation of HR activities are helpful in increasing growth and productivity of firms.
Strong relations between employers and employees at work place are helpful in decision making
process. Plans and policies are also helpful in caring out activities in desired ways in order to
achieve business goals. Various laws are designed by legislations which are helpful in protecting
employees from injustices. Effectiveness of HRM practises are helpful in motivating employees
for long term duration in Tesco.
REFERENCES
Books and Journals
Barney, J.B., Ketchen Jr, D.J. and Wright, M., 2011. The future of resource-based theory:
revitalization or decline?. Journal of management. 37(5). pp.1299-1315.
Batt, R. and Colvin, A.J., 2011. An employment systems approach to turnover: Human resources
practices, quits, dismissals, and performance. Academy of management Journal. 54(4).
pp.695-717.
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Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Bröckermann, R., 2012. Personalwirtschaft: Lehr-und Übungsbuch für Human Resource
Management. Schäffer-Poeschel Verlag für Wirtschaft Steuern Recht GmbH.
Campbell, B. A., Coff, R. and Kryscynski, D., 2012. Rethinking sustained competitive advantage
from human capital. Academy of Management Review. 37(3). pp.376-395.
Cloke, P. and Park, C.C. Eds., 2013. Rural Resource Management (Routledge Revivals).
Routledge.
Coff, R. and Kryscynski, D., 2011. Invited editorial: Drilling for micro-foundations of human
capital–based competitive advantages. Journal of Management. 37(5). pp.1429-1443.
Fine, S., 2012. Estimating the economic impact of personnel selection tools on
counterproductive work behaviors. Economics and Business Letters. 1(4). pp.1-9.
Gatewood, R., Feild, H. S. and Barrick, M., 2015. Human resource selection. Nelson Education.
Gruman, J. A. and Saks, A. M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Jackson, B. and Parry, K., 2011. A very short fairly interesting and reasonably cheap book about
studying leadership. Sage.
Kinicki, A. and et. al., 2014. Management: A practical introduction. McGraw-Hill Education
Australia.
Oechsler, W. A., 2011. Personal und Arbeit: Grundlagen des Human Resource Management
und der Arbeitgeber-Arbeitnehmer-Beziehungen. Walter de Gruyter.
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.
Seibert, S. E., Wang, G. and Courtright, S. H., 2011. Antecedents and consequences of
psychological and team empowerment in organizations: a meta-analytic review.
Soltis, S. M. And et. al., 2013. A social network perspective on turnover intentions: The role of
distributive justice and social support. Human Resource Management. 52(4). pp.561-
584.
Wilson, A., and et. al., 2012. Services marketing: Integrating customer focus across the firm.
McGraw Hill.
Online
Recruitment & Selection Hiring Process. 2015. [online]. Available through:
<https://hr.ucr.edu/recruitment/guidelines/process.html> .[Accessed on 6 July 2017].
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