Functions of Human Resource Management in Workforce Planning and Resource

This document discusses the purpose and functions of human resource management in workforce planning and resource allocation. It explores the advantages and disadvantages of different recruitment and selection approaches. It also highlights the benefits of different HRM practices for organizational profit and productivity. Additionally, it emphasizes the importance of employee relations in HRM decision-making and the impact of employment legislation on HRM practices.

HUMAN RESOURCE
MANAGEMENT
1

Contents
INTRODUCTION...................................................................................................................................3
LO 1........................................................................................................................................................3
Describe the Purpose as well as functions of the human resource management that are applicable to the
workforce planning as well as resource regarding the firm.....................................................................3
Describe advantages and disadvantages of various approaches to recruitment and selection?...............5
Advantages and disadvantages are given below....................................................................................5
LO 2............................................................................................................................................................6
Benefits of different HRM practices.......................................................................................................6
Effectiveness of different practices of HRM for increasing the profit and productivity of the company 8
LO 3............................................................................................................................................................9
Importance of employee relations in relation with the influence of decision making in HRM...............9
Key elements of employment legislations and its impact on HRM decision making............................10
LO 4..........................................................................................................................................................11
Applications of human resources management and its practices..........................................................11
CONCLUSION.........................................................................................................................................12
REFERENCES..........................................................................................................................................13
2

INTRODUCTION
Human Resource Management is the term used to describe formal systems devised for
the management of people within an organization. The responsibilities of a human resource
manager fall into three major areas: staffing, employee compensation and benefits, and
defining/designing work. Tesco is a British multinational groceries and general merchandise
retailer with headquarters in Welwyn Garden City, Hertfordshire, England, United Kingdom. It
is the third-largest retailer in the world measured by gross revenues and the ninth-largest retailer
in the world measured by revenues. This report includes issues such as purpose and the functions
of HRM, applicable to workforce planning and resourcing. e strengths and weaknesses of
different approaches to recruitment and selection. benefits of different HRM practices within an
organization for both the employer and employee. effectiveness of different HRM practices in
terms of raising organizational profit and productivity. importance of employee relations in
respect to influencing HRM decision- making. key elements of employment legislation and the
impact it has upon decision making and application of HRM practices
LO 1
Human Resources management is consider as an approach that is coherent to
development of well being ,employment of the employees that are working within the Tesco
firm. Secondly it is used for hiring as well as firing. They are also accountable for training and
developing of employees. It is also known as the approach that can be used to develop the
individuals to grow within their career
Planning- It is a type of a procedure through which the management assures that the
correct number of the employees are placed at correct place and appropriate time.
It is continuous central function as due to its it enables the managers of the Tesco to
reduce the uncertainty of the future and at the same time prepare them to perform better so that
they can easily cope with social ,technical and environmental changes that leads to the success
of the Tesco. It also provide control measures to assure availability of the firm overall objectives
3

as well as gives the measures to assure availability of the resources that are necessary when
they required as well as control the aspect regarding human resources and also formulate and
transfer the promotional polices.
Recruitment – It is also consider as the core function by selecting the right candidate for
right job. They hire the employees so that they can fulfill the employment needs and make sure
that they gives the better performance. They are also accountable for ensuring workforce,
performance issues as well as management practices that can follow the rules regarding diverse
system. People are also recruited on the basis of their acquired skills as well as moral level.
Firms like Tesco ,proficiency framework have been developed as well as utilized to identify the
skills as well as qualities required from the potential staff members.
Training and development-Managers of the Tesco provides the training to the new and
existing employees of the firm so that it helps them to transfer them into a new organized
culture. There are several training programs are performed by the human resource management
of the Tesco so that they can develop the skills as well as efficiency to enhance their
professional skills. With the help of the training human resource managers of the Tesco also
develops technical and managerial skills of the workers, those who are involved within core
work and develop their passion so that tacit knowledge is developed which helps them to grow
in their career.
Development- It is very effective to build career of an employee. In Tesco various career
enhancement programs are organized to boost the productivity of the company as well as
performance of the employees and at the same time retain talented employees in the Tesco. By
the HRM firms can understand interests of their staff members. Human resource system gives
the general idea of the courses of staff member has completed as well as staff members can
review their skills.
Advantages and disadvantages are given below
Internal recruitment
 In Tesco Internal recruitment can be done through promotions or transfers. The company
decides to allow existing staff members to switch from temporary to the full time or
permanent position.
4

 This method is cost effective as well as boost the morale of the employees. It also aids to
retain top talent as well as reduce the employee’s turnover. In addition to this employees
will also feel motivated to work hard as well as tried to give their best performance.
 It can also helpful in the employees retention as the employees of the Tesco which can
move into new internal positions are more stay within the firm and also employees feel
invested within the firm and at the same time feel favorable about the Tesco as a whole.
The disadvantages
This kind of hiring is that hiring can be done within the firm as it can limit the potential
employees. In addition to this Tesco can be also might miss out the fresh ideas as well as
perspectives that external people can be bring. Sometimes they may also arises the
conflicts between the workplace as employees feels jealous form each other if someone
form them getting the higher position them and this creates the workplace conflicts.
Limited choices- Tesco may having various qualified employees for certain position but
they may not be perfect for the open positions for example , Firm needed a role ,i.e is
innovative as well and also new for the business so the Tesco internal employees unable
to fulfill that job role and firm missed out the fresh as well as creative ideas.
External recruitment
Disadvantages
 It is more expensive and also at the same time it is also time consuming . Managers of
Tesco need to train the new staff ,subscribe boards checks ,pay for background
checks ,also post ads online as well in local newspapers .
Expensive – the external recruitment involves the process that includes posting jobs on several
platforms communication different candidates ,screening resumes as well as conducting
interviews and all of these things are time consuming and complicated and also expensive.
 Higher risk- This recruitment attracts candidates who are not worthy as maximum
number of candidates are strangers to the recruiters and hence the risk of bringing a
misfit onboard unable to rules out.
5

Advantages
 External employees came with the fresh as well as creative ideas for the overall growth
of the firm.
 Here also the chances can be increases as the Tesco receives different variety as well as
number of the candidates who owns the ability to handle that job.
 Increased conversion rate- This kind of the recruitment also attracts various capabilities
as well as skills sets as it can enhance to landing maximum suitable candidates.
LO 2
Reward and performance management-
It is necessary that Tesco makes sure that employees are rewarded on the basis of their
performance. If the company do not consider these factors then the employees will not put
extra efforts to achieve the goals which is ultimately a loss for the company. It is necessary
that Tesco enables a program for reward so that employees of the company remain
motivated. It is the duty of human resource department of the company to keep a check on
the employees and their performance so that efficiency of their work can be assessed. It is
also necessary that Tesco works on a strategy that involves improving their performance
which helps them to never miss the due date of the task. This way management of the
company can make sure that after evaluation of employees who is ready for promotion and
handle the next level of operations. If the system of performance management is effective
then they will be considered as potent tool of the company .
Employee- Through this practice employees feels motivated and becomes more loyal
towards firm.
Management- They are able to increases efficiency of employees
Training and development-
6

It is necessary that the employees of the company gets training at their initial stage of the
career. It is different for every company as they have different setup and processes and
everyone begins the training at different stages. It is necessary that Human Resource
department of the company makes sure that the right level of investment has been made for
the training of employees. There is a motive behind the use of these practices and that is to
make the employees cope up with new methods so that it helps the company to improve their
productivity. This program will help the employees to explore new areas, diversify the
culture and implement new things through which they are able to increase their awareness. It
is necessary that the program implemented by Tesco is flexible in nature so that they can
train from home after work or learn these aspects on their online portal by listing themselves
in. This way they will be able to improve their performance and enhance the skills so that
they are able to achieve their goal.
Employees- they gain relevant skills and knowledge to perform tasks
Management- they are able to identify strength and weakness of every employee as
accordingly provide training to them.
Development of career-
It is necessary that company gives enough importance to the career of the employees as
they give to their brand. Also HR of Tesco needs to promote them on the basis of their
achievements as it is linked with motivation which states that higher motivated they are
higher the company will be able to achieve their goals. Tesco keeps those people as a priority
who are highly skilled because they believe that they are the ones who takes on challenge and
explore new ventures so that opportunities can be grabbed. It is necessary that culture of the
company is friendly and flexible so that employees can work stress free and focus on the
ways which helps them to achieve the objectives of the task. It is not easy for the company
because of the scale of operations they works on. This way they are able to gain competitive
advantage .
Employee- There is both professional as well as personal development of employees.
7

Management- A positive environment is created which is beneficial for entire organization
Reward and performance management-
In order to achieve success in the market company needs to give importance to this
aspect. Tesco can achieve success only if the employees they have possess the required skills and
experience for the task so that outcome of these factors can be assessed. HR department of the
company needs to ensure that they appreciate the employees for their performance. Other than
this they have to assess those factors which helps them to be motivated because it is clear to the
company that everyone has a different factor of motivation. If the company is able to keep these
measures effectively then they will be able to achieve more results and work according to their
potential. It is necessary that HR of the company keeps a check on the effectiveness of the
strategy and program so that necessary action can be taken .
Training and development-
Training sessions that are held by the company needs to have one sole purpose and that is
to enhance the capabilities of the employees. It also helps to control them on the factors which
are concerned with attitude and their behavior. With the help of this aspect they are able to
remove the gap from the existing position to the position they want to reach. Company offers a
variety of program for employees according to their area of interest and area of expertise. The
more supervision HR of the company keeps on their employees more they will be able to achieve
their expected results .
Development of career-
Tesco needs to understand the importance of motivation so that as it is directly linked
with the performance of employees. If they are motivated they will keep on looking for the
opportunities which helps them to take them to the next level of their career. This way
employees will also stay for a long period of time in the company. it is necessary that Tesco
makes the necessary changes in their culture as it plays an important role here. Tesco believes in
hiring and keeping only those people who have the skills and attributes that can take them to the
next path of their career and make progress for both the company as well as themselves. It is
8

important that teams made by the management of the company are on the right basis as it can
help the company to increase their share in the market .
LO 3
Decision making-
It is not easy to take the decisions for the whole company as no one can predict the
outcome of it. There are many conditions and situations where employees need guidance of other
members of the team. It is because one person can miss out on things which can make the
decision taken turn out wrong. On the contrary if the relation between each other are maintained
then they will be able to take decisions easily. This way the goals that are expected by Tesco can
be achieved in an effective and efficient manner. It is necessary that before taking a decision
company plans and take out all the measures effectively so that advantages and disadvantages of
it can be assessed. If relations are not maintained with the other members of the team then no one
will support him .
Dividing the task-
If both the employer and the employees maintain the relation between each other then
they can come up with an deal to reduce the load of work from one employee by dividing it
among all. This way they will be able to increase the level of efficiency of work. It is necessary
that employees and employers work as a team as it is not possible that goals can be achieved
from one single person. This way responsibilities on the individual can be shared which will help
them to think for new methods of completing the task .
Flexibility in culture-
If the company has kept their culture flexible and employees have the permission to
communicate with each other regarding work. This is done by Tesco so that employees can work
stress free and share their experience with other people. It is necessary that every individual
treats everyone with respect so they can get the same in return from others .
Reduction in conflicts-
9

High level of management of Tesco needs to maintain the relationship with their
employees as if the relationships between them are maintained the chances of engaging in a
conflict is less than that. This will help them to focus on the work related aspects and save the
time and energy of the employees. In order to keep them satisfied everyone is treated fairly and
equal .
Reduction in rate of absenteeism-
Company needs to offer them a deal which involves enough days for leaves so that they
remain stress free and do not consider this factor as a issue. Other than this they will not
complain about this aspect.
Necessary to maintain relations-
Other than relations it is important that higher level of management of the company trusts
their employees. As there can be any situation where they have to leave the town for some other
project and have to make someone in charge to control and take the required action. Other than
this it will also help them to maintain the culture of the company.
Government of UK has imposed many law and legal activities in order to protect the
interest of the employees from the wrong doings of the company. this helps to reduce the impact
of issues such as discrimination, violence, abuse and other illegal activities which are not
tolerated by the government. Tesco maintains their operation on large scale which makes it
mandatory for them to follow rules and regulations and keep the image of the brand protected
from such things .
Health and Safety Act 1974-
This act is concerned with the health and safety of the employees and the measures that
need to be kept in the workplace. This act has made it compulsory for the company to install all
the measures which are required to cope up with the safety standards so that everyone in the
company is protected. Employees of the company has a right to report a case if the company
does not have taken these measures seriously. Other than this management of the company
provide them with effective training so that they can use the machines in an effective manner and
the chances of them getting hurt through that are less .
10

Employee Protection Act 1978-
This act helps the employees as there are provisions which are made specifically for them
which can be used in the case of termination of employees. This act states that in order to
terminate any employees there are some guidelines which is necessary to be followed. When an
employee is selected for the job they need to make an agreement which will consist all the details
such as minimum time period required for the job and for termination sufficient time needs to be
given to employees so that they can look for new job. The company follows every rules and
regulation regarding this aspect and they do not customize any of it. This way none of it is
broken and the department of HR is also not blamed for anything.
Equality act 2010-
This act helps the employees to protect their interests against any illegal activity in the
company such as discrimination etc. there are some issues such as age, gender, race which are
categorized under this law. It ensures that employee is protected from the activities that
encourages or involves harassment or violence in the company and from any colleague, head of
department etc. this act also ensures that all the duties of HR is done by them and they report
anything which is related with this case .
All the legislations which are mentioned above is protected and imposed by the
government of UK which will keep the employees safe from any illegal activity at the company.
These act also makes sure that strict actions are taken against them if any case is reported on
these subject and it can affect the image of the brand in a negative manner .
LO 4
Job specification
Job opportunity
Tesco requires an experienced marketing manager for in London.
11

Job title- marketing manager
Qualification-
MBA from a reputed university with grade 60%
Experience – minimum 3 years experience as manager in MNC.
Age- between 28- 35 years
Physical attribute
To conduct meeting and communicate goals and motivate member
To convert leads into customer
Set realistic target and attain it
Special attributes
Must speak English
Job profile-
Manage entire marketing department
Achieve marketing goals
Provide support to employees
Develop effective marketing strategies
Reporting to- GM
Candidate should e mail their resume to HR.
CV
Experienced business analyst with an experience of more than
10 years in the sector. Intelligence in developing the software,
improving the efficiency of the company and taking the
Personal information
Contact no.- 987654321
Email- [e-mail]
12

effective use of applications and software to determine the
objectives of the company.
Experience
2015-2020 senior business analyst
2009-2014 junior business analyst
2007-2009 head of IT department
Education
Post graduation from MIT
Graduation from university of UK
Skills-
Project handling- 4/5
Math- 4/5
Problem solving- 3/5
Multitasking- 3/5
Technical knowledge
All the software which has
been introduced by
Microsoft.
Rationale
This aspect covers the details which are relatable with the job. Job position of general
manager was applied in Tesco and it has been accepted by the company. This way the eligible
candidate that is John has been selected by the company because of his expertise of area and
qualifications. Other than it this aspect also cover the job offer of the company for John and the
details of the company through which John can think before finalizing his decision,
Niche activities played by HR
The HR manager of the company overlooks platform of social media so that more
application for candidates can be assessed and monitored. After that communication is made
with them so that they can assess their skills and behavior. Other than this they have to deal with
the software of the company which is only used by them so that they can fill the payroll setup
interviews and orientation etc.
Interview question
Why do you want to join our organization?
What roles were performed by you in previous job role?
13

What you learned from previous experience?
Job Offer letter
Angela Johnson
June 1, 2020
Mr. John Applicant
222 street
Dear Mr. Applicant,
Tesco is pleased to let you know that you have been selected for the position of general
manager in the company. It is because your skills and experience will help the company to
reach new grounds. Details regarding salary will be negotiated at the time of orientation.
Company also offers benefit plan which will take up the medical cover of the employee.
If you decide to take up to this offer then please sign and return it as per your convenience.
Any questions or information can be cleared out.
Sincerely
Angela Johnson
HR executive
Tesco
Signature
CONCLUSION
From the above studies it has been concluded that Tesco needs to motivate their
employees so that they work with them for a long period of time and improve the level of
14

retention. Other than this it is necessary that the leaders of the company work on the strategies in
order to improve and develop the performance of the employees so that they can achieve the
goals and objectives and look after opportunities that are new. HR of the company needs to take
responsible actions which helps to develop as well as keep them satisfied for their work. All the
legal practices are followed by the company and HR department makes sure any illegal activity
must be reported so that strict action can be taken against them. It is important that management
of the company maintains their relationship with employees so that they can have trust them and
entitle them with responsibilities when it is needed. It also helps to take decisions and reduce the
load of work if the relations are maintained with each other.
15

REFERENCES
Books and Journals
Zhao, J., Liu, H. and Sun, W., 2020. How proactive environmental strategy facilitates
environmental reputation: Roles of green human resource management and discretionary
slack. Sustainability 12(3) p.763
Sato, Y., Kobayashi, N. and Shirasaka, S., 2020. An Analysis of Human Resource Management
for Knowledge Workers: Using the Three Axes of Target Employee, Lifecycle Stage, and
Human Resource Flow. Review of Integrative Business and Economics Research.9(1).
pp.140-156.
Brewster, C. and Hegewisch, A., 2017. Human resource management in Europe Issues and
opportunities. In Policy and Practice in European Human Resource Management (pp. 1-
21). Routledge.
Jiang, K. and Messersmith, J., 2018. On the shoulders of giants: a meta-review of strategic
human resource management. The International Journal of Human Resource
Management, 29(1), pp.6-33.
Barrena-Martínez, J., López-Fernández, M. and Romero-Fernández, P.M., 2019. Towards a
configuration of socially responsible human resource management policies and practices:
Findings from an academic consensus. The International Journal of Human Resource
Management, 30(17), pp.2544-2580.
Wright, P.M. and Ulrich, M.D., 2017. A road well traveled: The past, present, and future journey
of strategic human resource management. Annual Review of Organizational Psychology and
Organizational Behavior, 4, pp.45-65.
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.
Soltis, S.M., Brass, D.J. and Lepak, D.P., 2018. Social resource management: Integrating social
network theory and human resource management. Academy of Management Annals, 12(2),
pp.537-573.
Hewett, R., and et.al., 2018. Attribution theories in human resource management research: A
review and research agenda. The International Journal of Human Resource
Management, 29(1), pp.87-126.
Murphy, C., Klotz, A.C. and Kreiner, G.E., 2017. Blue skies and black boxes: The promise (and
practice) of grounded theory in human resource management research. Human Resource
Management Review, 27(2), pp.291-305.
Newman, A., and et.al., 2016. The impact of socially responsible human resource management
on employees' organizational citizenship behaviour: the mediating role of organizational
identification. The international journal of human resource management, 27(4), pp.440-455.
16

Yusliza, M.Y., Othman, N.Z. and Jabbour, C.J.C., 2017. Deciphering the implementation of
green human resource management in an emerging economy. Journal of Management
Development.
Becker, K. and Smidt, M., 2016. A risk perspective on human resource management: A review
and directions for future research. Human Resource Management Review, 26(2), pp.149-
165.
Diaz-Fernandez, M., Pasamar-Reyes, S. and Valle-Cabrera, R., 2017. Human capital and human
resource management to achieve ambidextrous learning: A structural perspective. BRQ
Business Research Quarterly, 20(1), pp.63-77.
Carbery, R. and Cross, C. eds., 2018. Human resource management. Macmillan International
Higher Education.
Armstrong, M.B., Landers, R.N. and Collmus, A.B., 2016. Gamifying recruitment, selection,
training, and performance management: Game-thinking in human resource management.
In Emerging research and trends in gamification (pp. 140-165). IGI Global.
17

18