Importance of HRM Practices for Employer and Employee

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
P1. Function & Purpose of HRM...........................................................................................1
P2. Strengths and weaknesses of Recruitment and Selection approaches..............................2
P3. Benefits of HRM Practices for Employer and Employee................................................3
P4. Usefulness of HRM practices in enhancing efficiency....................................................5
P5. Importance of employee relations....................................................................................6
P6. Impact of employment legislations on HRM decisions...................................................6
P7. Application of HRM practices in TESCO........................................................................7
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
HR is considered as the most crucial aspect of any corporation as this involves
individuals who are engaged in carrying out the business activities and practices. It is important
for an entity to effectively manage the human resource so as to timely achieve the corporate
goals and objectives (Boella and Goss-Turner, 2019). The following project is based on TESCO
which is the leading British retailer dealing in an array of product categories.
P1. Function & Purpose of HRM
HRM is defined as the composite of activities and practices encompassing recruitments,
selection, hiring, dismissals, trainings, compensation, reward management and many more. This
is seen as an effective business function which is engaged in enhancement of staff productivity.
Within the confines of TESCO, HRM holds a crucial role in terms of encouraging the workforce
and providing them with a positive working culture.
WORKFORCE PLANNING
It is a comprehensive procedure which aims at alignment of organisational requirements
and priorities with those possessed by its staff. Workforce planning seeks to hire the right
candidate at the right time so that they can be placed at right position within the respective retail
corporation (Hamilton and Sodeman, 2020).
PURPOSES OF HRM
HRM holds several purposes in light of TESCO and these are briefly discussed as under:-
 To ensure that staff is provided with positive and motivating working culture at all times.
 To make sure that personnel get access to secure operating scenario so that they do not
feel unsafe at any point of time.
 To stipulate a corporate culture whereby discrimination, illegal practices and unethical
activities are firmly forbidden.
 To empower the employees so that they work to the fullest of their potential for the
achievement of organisational objectives.
FUNCTIONS OF HRM
HRM is a complex procedure holding several functions. With respect to TESCO, these
functions are categorised into Managerial, Operative and Advisory.
1

Operative Functions: These are acknowledged as being the most complex as well as
challenging function of HR within an enterprise. To effectively execute these functions, several
resources are required by a company. It involves recruitment whereby the deserving candidate is
hired and placed at the vacant position. It is then that this candidate is provided with orientation
sessions whereby they are acquainted with organisational culture. Staff within TESCO is given
benefit like flexible working arrangement, maternity leave, paternity leave and many more
(Primecz, 2020). Performance assessment also belongs to operative functions and helps in
recognising the most and least productive employee.
Managerial Functions: These are also significant for HR within a company and
encompass several activities or practices. The first activity which constitutes managerial function
of HR is planning whereby an organisation stipulates plans for effective workforce planning
(Moses and Sharma, 2020). The next activity is organising whereby the operational structure is
created. It is followed by directing whereby the performance of workforce is aligned with goals
and objectives of TESCO. The last activity hereby is controlling in which manager of TESCO is
required to apprehend operational activities in accordance with the stipulated plans.
Advisory Functions: These functions are associated with providence of advice to
management of a company by the HR team in accordance with policy formulation. Further,
another function hereby for HR department is to render advice to functional or departmental
heads regarding working patterns or procedures.
P2. Strengths and weaknesses of Recruitment and Selection approaches
Recruitment can be referred to as the procedure through which a relationship is
developed within the applicant and the employer.
SOURCES OF RECRUITMENT
There are mainly 2 sources of recruitment named external as well as internal. A
discussion over the same is given underneath:-
Internal: Hereby, recruitment process occurs through transfers and promotion. This is
acknowledged as being cost effective way of placing the right candidate at right place, also
subsequently motivating the personnel in TESCO.
External: Even though external source of recruitment is acknowledged to be a
cumbersome procedure, yet the scope of finding a suitable candidate for TESCO is relatively
higher here.
2