HRM Practices in Tesco
Added on 2020-06-04
13 Pages4144 Words298 Views
HUMAN RESOURCEMANAGEMENT
Table of ContentsINTRODUCTION...........................................................................................................................3TASK 1............................................................................................................................................3P1 Purpose and functions of HRM In Tesco organisation.....................................................3P2 Strength and weakness of different approaches to recruitment and selection...................4TASK 2............................................................................................................................................5P3 Benefits of different HRM practises within Tesco for employer and employee..............5P4 Effectiveness of different HRM practises in terms of raising Tesco profit and productivity.................................................................................................................................................6TASK 3............................................................................................................................................8P5 Importance of employee’s relation in HRM decisions. Making.......................................8P6 Employment legislation and key impact of HRM decision making.................................9TASK 4..........................................................................................................................................10P7 Application of HRM practices in work related context..................................................10CONCLUSION..............................................................................................................................11REFERENCES................................................................................................................................1
INTRODUCTIONHuman resource department is essential for every organisation to achieve the desiredresults. HRM helps in directing, planning, coordinating, training and recruiting and the worksgoes on. The purpose and functions of HRM is interrelated by the activities performed areexplained in this report. The process of effective recruitments with their strength and weaknessthat are faced and managed by human resource department is explained. There are certainbenefits of HRM practices and their effectiveness shown in performances. The rules, proceduresand policies should be well known by the human resource departments to avoidmisunderstandings. The importance of human resource management influences the decisionmaking is discussed in the report.TASK 1P1 Purpose and functions of HRM In Tesco organisation.The human resource department in Tesco concentrate on the guidelines and rules andregulations and activities of the employees (Ayudhya,Prouska,and Lewis, 2015).Effectivenessand efficiency in HRM enables Tesco for the overall development and achievement of desiredobjectives. Functions of HRM in Tesco are not only concern for staff related activities but alsofor hiring, performance of workers, motivation, benefits and training etc., The following are thefunctions and purpose performed in Tesco.Training and development: To train the employees is a prominent function of HRM.Trainings are provided to hired employees and also to existing employees, for achievingresults through performance. The process and systematic method of work is explainedthrough trainings. The department of human resource monitors the activities of employeeswithin organisation (Employment legislation and key impact of HRM decision making.2018). Trainings are provided as per the knowledge and skills in the employees to perform incertain department.Planning: This is an important function of Tesco as it sets the objectives. The proceduresand policies are helpful to achieve those objectives. By planning, the vacancies get filled by
the HR department for managing the job market and strategic objectives. Forecasting ofdemand and supply of goods in Tesco is executed by the process of planning. It is throughthis planning that helps in avoiding shortage of employees.Recruitment: One of the challenging task in Tesco's HR department is the process ofrecruiting. Description of job, salary payable, trainings related information, working hoursand days are many other details are provided by human resource department. Recruitmentsare done according to the skills and knowledge (Bamberger, Biron and Meshoulam, 2014) Toexplore the thoughts and results, training is provided for the newly hired and existingemployees. Controlling: the goals of Tesco is achieved by controlling the activities of the workers.Controlling ends its activity from the process of planning. Tesco’s HR department examinesthe performance to control the activities accordingly. In case of any obstacles from thedecided standards. These obstacles are kept in mind with immediate steps and not to pursuein next level and time.Performance appraisal: The workers of Tesco are evaluated with performance appraisal bythe department of HR. This function explains whether the employees are moving towards theset goals and objectives or not. By this, the employees also get motivated towards the work.HR department gets information about the trainee to carry with or to start processing of work(Chang and et.al, 2014). P2 Strength and weakness of different approaches to recruitment and selection.The process of recruiting is quite difficult as skills and knowledge has to be checked of eachcandidate. Before the positions open up, and candidates responding to vacancies quickly arise inTesco as they build pool for eligible candidates. By applying a systematic plans Tesco prefers tofind the best candidates for open vacancies instead of hiring in last moments. JOB DESCRIPTIONSTRENGTH:It is a policy of systematic way of hiring by describing about job. Jobdescription of Tesco includes all the details including payable salary, tasks in job,responsibility of supervising and reporting requirements. With the help of job description,candidates gets interested positions to fully utilize the role of job(Cleaver 2017). Creationin job description is a challenging task in start-up but an essential role to execute.
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