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Human Resource Management (HRM): Tesco

   

Added on  2020-12-24

17 Pages5637 Words464 Views
HUMAN RESOURCEMANAGEMENT

Table of ContentsINTRODUCTION...........................................................................................................................1LO 1.................................................................................................................................................1P1 explain the purpose and the functions of HRMM, applicable to workforce planning andresourcing an organisation..........................................................................................................1P2 explain the strengths and weaknesses of different approaches to recruitment and selection......................................................................................................................................................3LO 2.................................................................................................................................................4P3 explain the benefits of different HRM practices within an organisation for both theemployer and employees.............................................................................................................4P4 the terms of raising business profit and productivity in HRM practices:..............................6LO 3.................................................................................................................................................8P5 the importance of employee relations influencing making decision to human resourcemanagement:...............................................................................................................................8P6 the key elements of employment legislation and impact on hrm decision:.........................10P7 Application of HRM practices in work related context.......................................................11CONCLUSION..............................................................................................................................12REFERENCES..............................................................................................................................14

INTRODUCTIONHRM can be defined as a strategy in which HR manager makes plans and takes decisionfor enhancement of efficiency of its resources i.e. workforce of the company. HRM works forgiving the best satisfaction and security regarding their jobs. This study will discuss HR policiesof Tesco. Tesco is a multinational British company which was established in 1919. Thiscompany sells grocery and products of general use in all over the world. This assignment willcover purpose, functions, along with strength and weaknesses of different approaches torecruitment & selection. This study will include different HRM practices for increasingproductivity of employers and employees, key elements of employment legislation along withtheir impact on decision making of HRM & HRM practice in work related context. Theassignment will suggest how different practices of HR can have pros and cons with reference toorganisation and individuals. LO 1P1 explain the purpose and the functions of HRMM, applicable to workforce planning andresourcing an organisation.Human resource management is a process of maximising employee performance of theorganisation. HRM is done by a department of the company commonly known as HRMDepartment or the Human resource department.Purpose of HRMHRM works for the human resource i.e. employees if the company. HRM of Tesco have somemajor responsibility like staffing, providing compensation to the employees, defining work to theemployees, work for creating healthy culture in the company, etc.HRM department mainly works for maximizing productivity of its human resources.HRM of Tesco frequently takes many decisions in order to enhance the efficiency of workforceof the company. For this purpose HRM also organise training programmes for the employeestime to time to enhance skill of his employees.(Armstrong and Taylor, 2014) Tesco view the workforce of the organisation as assets of the company. And constantlyworks for providing more job satisfaction to them. HRM works for creating healthy environmentin the organisation so that workers can work more efficiently and with more concentration.HRM creates a good communication network with the employees so that he canunderstand their needs and can provide a better work culture as well as better job satisfaction to1

them. Which is the basic need of any organisation to have a healthy growth in the market. And toefficiently achieve its organisational goals (Albrecht and et.al., 2015).HRM of Tesco bridges the gap between organisational objectives and organisation'sworkforce. HRM can complete this task by use of technology, any specific organisationalprocess which have focus on internal factors rather than external factors.HRM's function on employee level is to enhance employee's experience during isemployment. Which could lead to increase in job satisfaction an ultimately results in increasingefficiency of the workforce of the company.Functions of HRMHRMM of Tesco mainly functions for developing, managing, enhancing capabilities of theworkforce, motivating the employees etc.(Xing, 2016)HRMM needs to accomplish both managerial as well as operative functions. As HRMM'smajorly works for enhancement of workforce's capabilities, motivating them and alsomaintaining them within the organisation for a long time. Most of the HRM's functions arerelated to his workforce.Planning: First and foremost function of HRM of Tesco is to plan that how his workforcewill complete their tasks for the achievement of organisational goals. For this purpose HRMneeds to collect and analyse all the needs of the organisation whether related to present or future.Organising: After analysing needs and planning for the goal achievement, HRM of Tesconeeds to allot tasks to his workforce. It is the most important function of HRM as it must be doneas per the capabilities of his workforce. If this performs this function without analysingcapabilities of the workforce, it will result in reduction of efficiency of the works and less jobsatisfaction or the workforce(Foss, 2015).Directing and Controlling: This function includes activation of employees at differentlevel as per their skills and capabilities. Not only activation of employees, but also constantverification of actual performance of workforce that weather they are properly a per plannedperformance or not. And if they are not able to perform well as per planning, then finding thereason of it and taking appropriate action to resolve it ASAP.Operative functions: Along with planning, organising directing and controlling theworkforce, HRM of Tesco also performs some operative functions like new recruitments2

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