Impact of Employment Relations on Decision-Making

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and Functions of Human Resource Management....................................................1
P2 Strength and weaknesses of distinct approaches of Recruitment and Selection....................2
TASK 2............................................................................................................................................4
P3 Benefits of different HR practices for both employer and employee....................................4
P4 Effectiveness of HR practices in terms of increasing organization productivity and
profitability..................................................................................................................................6
TASK3.............................................................................................................................................6
P5 Analysis of impact of employment relations in decision-making.........................................6
P6 Impact of employee's legislation on decision-making...........................................................7
TASK4.............................................................................................................................................9
P7 Demonstration of HRM practices in a job related circumstance...........................................9
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
(What is Human Resource?. 2020[Online] Available
through<https://www.humanresourcesedu.org/what-is-human-resources/>./)..............................14

INTRODUCTION
Human Resource Management is the process of management which basically concerned
with recruiting, directing and controlling the human capital of an organisation (What is Human
Resource?. 2020[Online] Available through<https://www.humanresourcesedu.org/what-is-
human-resources/>./). In this assignment the concept and theories of human resource
management are applied on Tesco. Tesco is a UK based groceries and merchandise retailer. It
was founded by Jack Cohen in early 20th century. This report cover the functions and objectives
of HRM and their application on HR planning. The report also explain pros and cons of various
approaches of recruitment and selection. Moreover report also explicate the advantages of HRM
practices for employer and employees. Further the report contains the evaluation of HRM
practices in terms raising firm productivity. Further report analyse the significance of
employment relations in impacting decision-making. Report also identify the importance of
employee's legislation in influencing decision-making. Lastly report demonstrate the application
of HRM in job related circumstance.
TASK 1
P1 Purpose and Functions of Human Resource Management.
Human resource is that department of management that concern in tackling overall
aspects of personnel staff in an organisation. It contains numerous functions regarding planning,
analysing job description and specification, conducting recruitment and selection process,
organizing orientation event, training and development programs and more (Albrecht, and et. al.,
2015).
PURPOSE OF HR FUNCTIONS
 Staffing needs: Main role of HR team is to determine the need of workforce that
company requires for completing organisation tasks and objectives. To satisfy these
needs manager conducts recruitment and selection programs for placing right person on
right post. In context with TESCO, it is a retail organization so the management needs
huge variety of personnel for both stored or non stored based positions includes people
like checkout staff, inventory handlers, supervisors. For this purpose manager analyse
necessities of organisation and frame strategy accordingly.
1

Key responsibility of HR is to focus on hiring talented personnel through examine job related
duties and degree of KSA (Knowledge, Skills and Attitude) required for position.
 Compensation: every person is fully concerned about their payment packages so HR
department plays a vital role here. The need of this function is to create and evaluate pay
structure of organization via studying compensation patterns following by competitors
within industry. HR manager of Tesco designs pay structure in a way that covers all
aspects of contribution given by employee. Majorly, pay scales is depends upon TESCO
store location and position enjoyed by individual and also work schedules affects the
salary outlook (Kianto, Sáenz, J. and Aramburu, 2017).
The core responsibility of HR function is to make sure that pay scale of company composes with
changing federal laws and regulation of country also consider the fair distribution of salary to
employees.
 Performance management: Another, crucial function performed by HR team is to
sustain and cultivate a climate of higher performance management in smooth attainment
of organisation goals. The purpose of this function is to enhance productivity level of
employees in terms of gaining profitable outcomes. In case of Tesco, the duty of HR
manager is to evaluate and appraise employee performance in order to keep them inclined
towards their job tasks with help of offering regular appraisals and other benefits. This
entire approach will upgrade organisation performance (Milliman, and Clair, 2017).
Responsibility of HR manager is to organise effective performance appraisals programs and
implementation of same to ensure that everyone in organisation is appraised efficiently.
P2 Strength and weaknesses of distinct approaches of Recruitment and Selection.
Recruitment refers to the process of identifying new candidates for filling the vacant job
positions at different levels of organisation. Is a positive process as it motivates and attracts wide
range of individuals to participate in hiring activities and everyone get equal chance to be
selected. There are two kind of approaches for hiring potential applicant which contains some
benefits and drawbacks:
1. Internal Approach: This refers to inward method of recruiting where unfilled job place is
filled by existing workforce within the organisation. It covers various intrinsic techniques
such as promotions, transfers, Intra-advertisement, circulars, employee reference etc.
Strengths and Weaknesses of Internal approach
2