Human Resource Management Functions and Practices

The report outlines key concepts in human resource management (HRM), including job specification, selection criteria, and offer letters for an HR Manager position. It also touches upon various elements of employment legislation that a firm should consider during managerial functions. The document draws from multiple sources, including academic journals and books on HRM.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
P1) Objectives and functions of Human Resource Management. ..............................................1
P2) Various methods of recruitment and selection.....................................................................3
P3) Various Human Resource Practises in organization.............................................................5
P4) Effectiveness of various Human Resource Practises...........................................................6
P5) Effectiveness of employee relations in Human Resource Management..............................7
P6) Important aspects of employment legislation.......................................................................8
P7) Use of Human Resource Management Practises.................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human Resource Management refers to the method of managing the human resource in the
organization. So that, the firm can easily achieve the objectives of the company. Human
Resource manager plays an important role in performing the managerial functions such as
recruitment, training and development, performance appraisal etc. So that, performance of
workers will improve(Wilton, 2016). The Report is based on Tesco. The company was founded
in year 1919 by Jack Cohen. Tesco belongs to Retail Industry. The firm deals in various products
that are offered through Hypermarkets, Superstores and convenience stores etc. The headquarter
of Tesco is located in England. The Report will outline the purpose and role of Human Resource
Management, different methods of recruiting and selecting the employees, different practises of
Human Resource Management in the company. The Report will also describe the importance of
employee relations in achieving objectives of the business, different legislations related with
employment and practises of Human Resource in work related context.
P1) Objectives and functions of Human Resource Management.
Human Resource Management is an important function of Human Resource Department
of the company. It helps in managing the people that are working in the company so that, firm
can gain competitive advantage over the competitors.
Mission of Tesco -
The mission of Tesco is to provide value to the customers through products and services to retain
loyal customers for a long period.
Objectives of Tesco -
To become a top retailer company in the industry.
To offer high quality products at low price as compared to other companies.
Purpose of Human Resource Management – The objectives of Tesco behind managing the
human resource are as follows-
 One of the main purpose of HRM is to maintain the effectiveness and efficiency in the
operations of various functional departments. So that, firm can easily achieve its
objectives.
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 To acquire right number of candidates for the right job position, providing training and
development opportunities so that, employees will not leave the company.
Functions of Human Resource Management -
Human Resource Department of the firm is responsible to perform various functions.
These functions are divided in two parts that is managerial functions and operative functions.
Different functions that are perform by Human Resource Manager of Tesco are as follows-
Managerial functions-
Planning- One of the important function of Human Resource Manager is to conduct planning of
the number of workers that are required in the organisation to achieve the goals of the
company(Morgeson, Brannick, M.T. and Levine, 2019).
Organizing -
Human Resource Manager is also responsible to divide the work to all the employees of the firm
on the basis of the skills and abilities of workers to achieve a common goal.
Directing -
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Figure 1 : Functions of Human Resource Management
Source : (Functions of Human Resource
Management ,2019)

Human Resource Manager helps to direct the actions of employees through constant motivation.
So that, they will contribute towards achieving objectives of the firm.
Operative functions -
Recruitment - It is a major function of HRM that involves influencing the candidates to apply
for vacant job position and selecting the right candidate from a pool of candidates.
Job design - Human Resource Manager helps to design job specification and description for
employees to achieve the objectives.
Performance appraisal - It is one of the important function of Human Resource Manager to
evaluate the performance of workers. So that, employees will achieve desired level of
performance.
Training and development - Human Resource Department helps to provide necessary training
to the employees so that, they can perform their job in effective way(Marler, J.H. and Parry,
2016).
P2) Various methods of recruitment and selection.
Recruitment -
It refers to the process of influencing, attracting and selecting the right type of candidates
in right number at right job according to their skills in the organisation. Mainly Human Resource
Manager, specialist are responsible to recruit the candidates but, sometimes this work can be
perform by employment agencies etc. Tesco will adopt different methods of recruiting the
employees. Such as-
Internal recruitment - It refers to appointing the existing employees that are working in the
organization on vacant job position. The process of internal recruitment is very simple as
compared to recruiting the employees from external sources(Stone, D.L. and Deadrick, 2015).
Human Resource Manager of Tesco will adopt various methods of internal recruitment such as
promoting the existing employees at high job position, employees can also be transferred in other
department etc.
Strengths -
 The existing employees are already aware of rules and regulations, culture of the
company.
 It provides new opportunities to the employees and their motivation level will also
increase.
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Weaknesses -
 Creates a limitation on new ideas in performing job roles.
 Employees who are not promoted will feel disappointed.
External recruitment -
It refers to a process in which, an organisation hire the candidates from outside the
company to fill vacant job position. In external recruitment, company will recruit those
candidates that are currently not working in the firm.
Human Resource Department of Tesco can use various methods of external recruitment such as
company can use social media platforms to find suitable candidates, it can also place
advertisement on website of the Tesco etc.
Strengths -
 It helps to create brand image of the company.
 It helps to select right employees from large pool of candidates.
Weaknesses -
 It is a time consuming process.
 It is a expensive method.
Selection - It is a process of selecting right type of candidates for vacant job position. It I is a
method of matching the skills of employees with requirements of the firm. Tesco will use various
methods of selecting the employees such as-
Selecting test - Company will conduct various types of selection test it depends upon the type of
job. Selection test will include personality test, aptitude test, etc. to determine whether candidate
is able to perform job or not(Morgeson, Brannick, M.T. and Levine, 2019).
Interview - Company will also conduct interview of candidates for selecting suitable employees.
There are different types of interviews such as panel interview, one to one interview etc.
Strengths -
 It is one of the most effective process to determine whether the candidates are having
required skills or not for performing the job.
Weaknesses -
 Sometimes it does not provide true picture because candidate may not give honest answer
during interview.
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P3) Various Human Resource Practises in organization.
Practises of Human Resource
Management
Benefits to Employees Benefits to Tesco
1) Training and Development -
It is one of the major HRM practise
of Human Resource Manager of the
company.
Training and development is a
process of teaching employees to
develop technical skills and
knowledge(Guest, 2017).
Training helps to improve
the skills and knowledge of
the workers.
It will provides
opportunities of promotion
to the employees.
Training and development of
the employees will help to
improve productivity.
It will result in reduction in
wastage of resources of
Tesco.
2)Performance Appraisal System
-
It is a process in which Human
Resource Manager of the firm
evaluates the actual performance of
the employees in respect of
standard performance.
One of the most important
benefit of performance
appraisal is that it will help
in self-development of
employees of Tesco(Kew, J.
and Stredwick, 2016).
Performance appraisal will
help Tesco to determine the
need of training of the
employees.
It will help the management
of Tesco to take decision
regarding promotion and
rewards of the workers.
3) Rewards and recognition
System -
It is another important practise of
Human Resource Management.
The main objective of this system
is to attract and retain talented
workforce in the company.
Rewards system includes payment
of bonus, pension, incentives etc.
Proper reward system in the
organisation helps to
improve the motivation
level of the employees.
It will improve job
satisfaction level of
employees.
It helps to promote employee
engagement in Tesco. Also
helps to retain loyal
employees in the firm for a
long period.
Reward system helps to
reduce employee turnover.
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P4) Effectiveness of various Human Resource Practises.
Various practises of Human Resources Management is highly effective for improving the
productivity and profits of Tesco in different ways.
Training and Development -
Training and development is very effective for the organisation to improve the level of
productivity of employees. It not only helps to develop new skills but also promote changes in
the workers of Tesco. Training and development provides various advantages to the company
that leads to gaining competitive advantage over competitors(Gilbert, De Winne, S. and Sels,
2015).
The companies that invest funds to provide training and development opportunities to the
workers will get the benefits of increase in sales, improvement in the level of productivity and
profits of the firm. Human Resource Department of Tesco provides necessary learning and
development to the employees that has resulted in improvement in the performance of workers.
Training and development helps Tesco to improve the efficiency of the employees for
completing a particular project. Therefore, it results in improvement in the standard of quality of
the products of the organisation.
Performance Appraisal System -
Performance Appraisal System helps the company to manage the performance of the
employees as well as performance of the whole team that helps to improve the performance of
the organization. Performance Management System of Tesco plays an important role in
improving the work performance of the employees of the company.
It helps the employees to determine the importance of their work in achieving the goals and
objectives of Tesco. Performance management system of the company is effective in improving
the employer and employee relationship which is essential for improving the level of job
satisfaction level of workers. Ultimately it results in improvement in productivity and profits of
the firm.
Rewards and recognition System -
Effective system of evaluating the performance of the employees is very helpful in
improving the performance of overall organisation. Under this system, the management of Tesco
provides rewards and incentives to the workers of the organisation on the basis of their actual
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performance. This helps to improve the level of motivation of employees and make efforts for
achieving the goals of Tesco(Donate, Peña, I. and Sanchez de Pablo, 2016).
When company provides financial and non- financial incentives on the basis of performance, it
results in increase in the level of job satisfaction of employees and also helps in improving the
productivity of the company.
P5) Effectiveness of employee relations in Human Resource Management.
Employee employer relations refers to the relationship between employees and
management of the organisation. Healthy relationship between employees and employer helps to
improve the level of productivity as well as it also helps to reduce labour turnover. To improve
the relationship with staff, the management should provide rewards to the employees for their
better performance. This will help to motivate the team members to work for achieving business
objectives and employee relations will also improve(DeCenzo, Robbins, S.P. and Verhulst,
2016).
Human Resource Department of Tesco should conduct meeting with employees to collect
information regarding the grievances of the workers that will help to improve employee
relations. It will motivate the team members of the firm as well as promotes a healthy work
environment for the employees.
The process of communication in Tesco plays an important role that affects employee employer
relationship. Employee relations also impacts the loyalty of employees, also helps to improve
retention of workforce in the company. If the relationship between employer and employees of
Tesco is good then, it will promote healthy work environment that results in less conflicts at
workplace.
Labour turnover -
Employee relation is very essential for improving the performance of the organisation.
The management of Tesco makes efforts for managing employer employee relationship that
helps to motivate the staff and improves the commitment of employees towards the objectives of
the company.
Employees make efforts to perform better only when the management pays attention towards the
relationship with employees. Better relationship between management and employees of Tesco
helps to promote job satisfaction level. Therefore, employee relations plays a major role in
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reducing the labour turnover in Tesco. This is very effective for improving the level of success
and growth of the firm(Cascio, 2015).
Conflicts management -
Conflicts in organisation occurs when there is a difference in the attitude, interest
of the employees of the company. If the conflicts are not managed properly in that case, it will
negatively affects the relationship between employees and management of the company.
The management of the firm should make efforts for managing the conflicts in the organisation
this will help to improve the employee employer relations. Human Resource Manager of Tesco
should make efforts for resolving the conflicts by taking right decisions.
Employee engagement-
It refers to the level of commitment of employees towards the organisation. And the efforts they
made for achieving the goals and objectives of the firm. Employee engagement is very essential
because, engaged workers views the company as a whole and also understands the objectives
behind the activities of the firm.
Effectiveness of employee relations-
Employee engagement is directly related with relationship between employees and employer.
More the employees are committed towards the better will be relationship between them.
Maintaining good relationship in the firm is very important for the success of the company. It
helps to improve productivity and job satisfaction level of employees.
P6) Important aspects of employment legislation.
Employment legislation -
It refers to the laws related with the employment in the organization in which all the
employees works. Employment legislation directly impacts the working of employer, all the
employees and trade union also. The laws related with employment plays an important role to
determine that, the type of employees that can be employed or cannot be employed. Employment
laws affects the process of recruitment and selection of Tesco in respect of offering job to the
workers(Brewster, Chung, C. and Sparrow, 2016).
Employment laws also provides the information to Human Resource Department the firm
regarding the way in which they have to treat employees during the process of engagement, also
provides terms and conditions related with the work of the employees. There are various
Employment Laws that provides information the duties of management and employees towards
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each other. Tesco is also following all the laws and legislations related with the employment
while performing various functions such as recruitment of employees, as well as for maintaining
the workers within the firm. All these legislations create an impact on decision-making related
with human resource of the company. There are various elements of employment legislation.
Such as-
Defining the job positions -
Defining the job position means that, management of the firm should provide information
to the employees regarding their work they have to perform in the company. Firm should clearly
provide the information during the recruitment process(Bratton, J. and Gold, 2017). Along with
describing the job position, company should also communicate the rights and responsibilities of
the workers in the organisation.
Compensation -
Human Resource Department of the firm should provide all the details related with the
compensation of the workers during the process of recruitment. Company should also inform the
workers regarding the minimum wages they will receive for their work performance and the
number of hours they have to work.
Equality-
Firm should maintain equality in all the aspects while recruiting the employees for the
company. As per Equality Act, 2010 there should be no discrimination among the workers on the
basis of caste, religion, etc. If, management of the firm ensures equality among employees, then
they can easily influence the staff to perform better.
Working time -
Company should provide information to employees regarding the number of hours they
have to work whether daily or weekly. If employees are working overtime, in that case employer
should provide compensation for overtime(Bose, I. and Biswas, 2018).
All the above elements of employment legislation impacts the decision making of Human
Resource Department of Tesco in different ways.
P7) Use of Human Resource Management Practises.
Job Specification-
Job position: Human Resource Manager
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Location : United Kingdom
Reports to : CEO
Job Description-
Duties and Responsibilities:
 Responsible for implementing the programs related with Human Resource.
 Responsible for developing annual budget.
 Recruiting Human Resource for the organisation.
 Duty of developing procedure, programs and guidelines for employees.
Qualifications:
 Must have Bachelor's degree, Post Graduate Degree in the Field of HRM.
Skills:
Leadership skills
Interpersonal skills
Excellent communication and decision-making skills
Experience required:
Atleast 2 years experience in the field of HRM.
Minimum 1 year experience of working with HR software etc.
Notes for interview, criteria for selection.
To conduct the interview of the candidate in proper manner, Human Resource
Department will create a sample of the interview. The management will also set the criteria for
evaluating all the candidates on the basis of same scale(Hassan, 2016). The criteria will correlate
with the requirements of the job position.
Criteria for selection Rating (out of 10)
Communication skills 8
Technical skills 4
Problem solving skills 5
Job offer for the candidate.
Job offer Letter
Date- 17th June, 2019
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Name of candidate - Joy
Address- 48, Royal Park
Subject- Letter for appointment as a Human Resource Manager
We are excited to offer the employment on the post of Human Resource Manager in
Tesco Plc from 20th June, 2019. Expected working hours are 6 hours per day. Starting salary will
be £1000 per month. Please sign all the necessary documents.
Sincerely,
Manager
Tesco Plc.
Interview Scorecard
CONCLUSION
The above Report has outlined that there are various objectives and functions that are
performed by Manager of the firm to recruit the employees so that, firm will get competitive
advantage over other firms. The Report has also described the advantage and disadvantages of
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various methods of internal and external recruitment as well as strengths and weaknesses of
selection test and interview. Further, the Report has explained that practises of HRM such as
performance appraisal, reward system helps in improving the performance of employees and
highly effective for success of the organization. Moreover, the Report has described that
effective employee employer relations is essential for improving the productivity and
performance of workers, firm should consider various elements of employment legislation while
during managerial functions. The Report has outlined job specification, selection criteria and
offer letter for post of HR Manager.
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REFERENCES
Books and Journals
Hassan, S., 2016. Impact of HRM practices on employee’s performance. International Journal of
Academic Research in Accounting, Finance and Management Sciences. 6(1). pp.15-22.
Bose, I. and Biswas, S.B., 2018. International Employment Laws, Standards, Recommendations
& HRM. Indian Journal of Industrial Relations.53(3).
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Donate, M.J., Peña, I. and Sanchez de Pablo, J.D., 2016. HRM practices for human and social
capital development: effects on innovation capabilities. The International Journal of
Human Resource Management. 27(9). pp.928-953.
Gilbert, C., De Winne, S. and Sels, L., 2015. Strong HRM processes and line managers' effective
HRM implementation: a balanced view. Human Resource Management Journal. 25(4).
pp.600-616.
Kew, J. and Stredwick, J., 2016. Human Resource Management in a business context.
Kogan Page Publishers.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of
human resource management. Human Resource Management Review. 25(2). pp.139-145.
Marler, J.H. and Parry, E., 2016. Human resource management, strategic involvement and
e-HRM technology. The International Journal of Human Resource Management. 27(19).
pp.2233-2253.
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Wilton, N., 2016. An introduction to human resource management. Sage.
Online-
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