The assignment delves into the crucial relationship between human resource management (HRM) and organizational productivity. It examines various HRM practices and their influence on overall performance. Furthermore, it highlights the significance of strategic HRM in achieving organizational goals and fostering a harmonious work environment.
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Human Resource Management
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Table of Contents INTRODUCTION...........................................................................................................................1 TASK 1...........................................................................................................................................1 P1) State the function and purpose of Human Resource Management.......................................1 P2) State the strength and weakness of different approaches of Recruitment & Selection........2 M1 State HR Function to fulfil business objective...............................................................4 M2 Determine strength and weakness of different recruitment & selection process.................4 External Source:.........................................................................................................................4 ...................................................................................................................................4 D1 Critically Evaluate strength and weakness of recruitment and selection..............................4 TASK 2...........................................................................................................................................5 P3) The benefits of different HRM practices for employees and employer..............................5 P4) Effectiveness of HRM practices in increasing productivity and growth.............................6 M3) Different methods that are used in HRM practices...........................................................7 D2) The HRM practices and their application...........................................................................7 TASK 3...........................................................................................................................................8 P5) The importance of employees relation in respect to influencing HRM decision making.. .8 P6) The key elements of employment legislation and its impact in decision making..............9 M4) The key aspects of employees relation management and employment legislation..........10 TASK 4.........................................................................................................................................10 P7) Different application of HRM practices in organisational context...................................10 M5) A rational for the application of specific HRM................................................................13 D3) Employees relation and the application of HRM practices............................................13 CONCLUSION.............................................................................................................................13 REFERENCES..............................................................................................................................14
INTRODUCTION Human resource management is a vast topic and plays most effective role within an organisation. It can be considered as a most essential process of managing human resource at work place in order to enhancing organisational performance. It is mainly design to enhance employees knowledge, skills and performance in respect to attaining organisational goals and objectives (Armstrong, 2011). There are various functions that are included in the HR practices such as work force planning, performance management, recruitment and selection. Tesco Plc is the chosen company for this particular report and the company deals in high quality goods and services at world wide. Tesco Plc is a third largest British multinational general and grocery merchandise retailer company across the world and headquartered is in Welwyn Garden City, England, Herfordshire, united kingdom. This report contents the study about the purpose and functions of HRM that are essential in workforce planning, the strength and weakness of various approaches to recruitment and selection, the benefits of different HRM practices within an organisation, the effectiveness of different HRM practices in terms of increasing organisational performance and productivity, the importance of employees relation in terms of influencing decision making process, the key element of employment legislations will also be discussed in detailed manner. TASK 1 P1) State the function and purpose of Human Resource Management HRM process deals with hiring, managing and deploying workforce so that they become effective, valuable and constructive to the business enterprise. It mainly involves recruiting right personnel,training&orientation,providingbenefitandincentives,evaluatingemployee performance, conducting job analyses, resolving disputes etc. HRM is concerned with staff managementfromhiringtoretirementandperformsvariousfunctionwhichraisethe productivity of its entire workforce (Bamberger, Biron and Meshoulam, 2014). On the other hand HR Planning refers to the process of predicting future demand of workforce in the company and also determine whether the current employees are utilizing their capacity in an effectual way or not. This method directly links the need of personnel with Tesco's strategic plan so that they can effectively achieve their objective & goals. Below listed are the purpose of human resource: 1
ï‚·The main purpose of HR Manager is enhance the productivity of its workforce by providing them adequate training & development. ï‚·It also focuses on providing better quality of working condition. ï‚·Adhere to legal regulation & requirement. ï‚·Manage human resource in constructive way so that they can carry out all the necessary task in an efficient and effective way. Listed Below are the main functions of Tesco that are directly linked with its HR Planning are explained as : ï‚·Recruitment & Selection:Recruitment refers to the process of stimulating and attracting candidates so that they can apply for suitable position in the company. Selection deals with choosing best among the pool of candidate that effectively fits in the company. The main role of Tesco HR manager is to pick personnel that aims at achieving both short & long term goal of the firm in a systematic way. ï‚·Maintaining Good Working Condition:The main responsibility of Tesco HR Manager is to develop healthy atmosphere & good working condition which motivates their employees to put their best. Worker welfare support positive job satisfaction (Bloom and Van Reenen, 2011). ï‚·Managing Employee Relation:Employees are considered as the main pillars of an organisation. It is a broader concept which involves organizing different activities improves employee performance level both personally & professionally. Well defined and systematic employee relation supports balanced relationship between worker & manager. ï‚·Training and Development:It is considered as the core function of HRM as it focuses onenhancing exiting and future performance of their workforce by increasing their skills, ability, knowledge to execute through learning. P2) State the strength and weakness of different approaches of Recruitment & Selection Recruitment can be defined as searching or looking for prospective worker. It mainly concerned with stimulating qualified and skilled candidate to apply for job in the company. It is bridges the gap between the one is looking for job and the one who is having job. After screening large number of candidate, manager are required to select the best from the pool of applicant who possess better knowledge and abilities as compared to others. Thus both Recruitment & 2
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Selection are considers as the core function of every organisation as it place the right person on right job within a given time frame (DENG, ZHANG and LI,2013). Effective and structured recruitment & selection process decreases the overall turnover. There are two ways in which TESCO do their Recruitment & Selection one is Internal and the other is External. Internal Source: It normally takes place within the company as the firm believes that more skilled & knowledgable employees can be hire from inside the organization. It normally takes place by transfers, promotion and re-employment. ADVANTAGESDIADAVANTGES ï‚·Simple and reliable process ï‚·Economicalasnorequirementof induction or orientation. ï‚·Motivates workforce so that they can workharderandwhichresultsin achieving higher position job. ï‚·Enhances employee relation with their co-worker and manager. ï‚·Creates higher sense of responsibility. ï‚·It decreases the overall training time. ï‚·Discouragenewcapableand knowledgable person from entering into the company. ï‚·Allvacanciesfillsupwithinternal people, thus scope is limited. ï‚·Bias in terms of selecting personnel. ï‚·The one who is promoted to higher level, there seat will become vacant. ï‚·No new opportunities for fresh talent. External Sources: It means when company hires from outside the organisation. It means they hire fresh talent from outside the company (Feng and et. al., 2014). There are various types of external sources that TESCO uses in order to perform its Recruitment & Selection process and they are Advertisement, Employment Exchange, Campus Placement, Employee Referrals etc. ADVANTAGESDISADVANATGES ï‚·Opens the door for talented people. ï‚·Newemployeespossessgreater knowledgeandskillsintermsof creativethinkingandinnovative technology. ï‚·Enhance diversity. ï‚·Costlier process ï‚·Time Consuming because its process is lengthy ï‚·Reduces morale of existing worker. ï‚·Chancesofpromotionofcurrent employeesdecreaseswhichinturn 3
ï‚·Motivatesthemoraleofcurrent employees so that they can work hard. reduce the loyalty. M1 State HR Function to fulfil business objective The main function of HR Manager is to improve the overall productivity of their workforce by optimizing their effectiveness and efficiency. But first they need to recruit personnel and put them on right place with right skill.HR department mainly manages human resources as they are the assets of the company through which they generates their profit. M2 Determine strength and weakness of different recruitment & selection process Recruitment & Selection can be done in two ways one is Internally & Externally Internal Source of Recruitment: StrengthWeakness ï‚·Economical Process. ï‚·Improvesthemoraleofexisting employee's ï‚·No new opportunities for fresh talent. ï‚·Asthepersongetpromoted,new vacancy creates. External Source: StrengthWeakness ï‚·Enhance Workforce Diversity ï‚·More skilled & Knowledgable people ï‚·Costlier ï‚·Time consuming D1 Critically Evaluate strength and weakness of recruitment and selection. According to Anderson, V., 2013, both internal and external sources are important for the business success and development. With the use of both approaches, an organisation can attract large number of candidates for vacant position in thecompany. Their main advantage is opens company door for fresh talent and the disadvantage is it is costlier process. 4
TASK 2 P3) The benefits of different HRM practices for employees and employer. Human resource management plays a vast role in attaining growth and success for firm at market place. HR department perform various roles and responsibilities at work place that are related with hiring, payroll, firing and management of performance in respect to maintain an effective relationship with their staff members (Fuhua, 2011GU and DENG, 2012). As a large business enterprises Tesco Plc perform various human resource practices in order to achieving high competitive edge at market place. Human resource managers plays effective role in promoting positive behaviour of employees an increase motivation which create value to enhancing performance and productivity of firm. There are different benefits for employer and employees which can be evaluated as under: Benefits of employer: Employer are consist as the most essential part of human resource department and plays vast role in enhancing productivity and performance of firm through hiring well educated and skilled people at work place. Tesco Plc has large number of work force which are effective in gaining higher competitive edge in market. Some effective benefits for employers are evaluated as below: Increase employees relation:It is the most effective function which is required to perform by employer at work place as it is essential in establishing coordination among employees. The department of management is widely concern on bridge the gap between employees and higher authority in respect to increasing organisational performance through applying significant work force. Provide talented staff:As a biggest retail company Tesco Plc is focused on hiring well educated and skilled people at work place as to maintain healthy relationship with customers. Human resource department plays vast role in hiring talented people at work place and retain them for long time through offering attractive packages and facilities (Hendry, 2012). Reducing employees turnover:Managers and higher authorities are focused on increasing job satisfaction among employees through providing them various opportunities and facilities. Satisfied employees are helpful in attaining organisational desired goals and objectives in limited period of time. Benefits for employees: 5
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Employees can be considered as the most essential assets for firm as the growth of firm is based on effective contribution of employees. Human resource practices are also effective for employees at work place in respect to enhancing their skills and ability, some effective benefits for employees are described as under: Developing personal and professional skills:High level of skill and knowledge of employees are effective for performing complex task at work place. Tesco Plc spend a huge amount of rupee on providing effective training program to their employees in order to developing their skills and ability for performing any task and duty at work place (Huang, 2011). Training is effective in maximising the professional and personal skills of employees. Promoting positive behaviour:Employees are focused on performing each and every task with coordination as it helps in creating an effective working environment for employees in which they work without facing any kind of issue and conflicts. Increasing motivation:Managers or firm plays effective role in encouraging employees in respect to enhancing companies productivity and performance at market place. People with motivationhelpsincontributingtheirsignificanteffortsindevelopingorganisational performance. P4) Effectiveness of HRM practices in increasing productivity and growth. In an organisation all activities and process are handled by human resource department in which people plays vast role in managing people and their performance at work place. Each business small as well as large organisations are concern on creating some plans and policies in respect to increasing the performance of firm through attaining desired goals and objectives in effective manner (Huselid and Becker, 2011). Effectively implementation of operation functions are helps in carry out the business and its activities in well planned manner through which company can easily attain higher competitive advantage. There are various factors which are helpful in maximising the performance and productivity of firm in which some are evaluated as below: Explore complexities:It is required for each business organisation to reduce complexities at work place in order to attaining growth and success, as issues and conflicts directly impacted on firms productivity and performance. It is not easy for employees to work in a complex working environment so firms are concern on reducing the risk factor from the firm. Tesco is widely focused on resolving the issues through making effective strategy and plan. 6
Informationsystem:Humanresourcepracticesarehelpfulinmanagingorganisational performance through applying right resource at right place. Information system consist as the process of transferring data and information from one department to another in respect to moving forward towards right direction. An effective information system is required for establishing all business activities in well planned manner (Jackson, Schuler and Werner, 2011). As a largest retail companyTesco Plc is focused on recruiting well knowledge and skilled people who are having the ability to perform various activities at work place. Tesco design an effective communication channel by which it is easy for management department to share proper data and information at right place.This also helps in attaining desired goals and objectives in appropriate manner. Talent management:In this modern era it is necessary for each business organisation to retain well skilled and educated people at work place in order to carry out all business activities in effective direction. Talented and trained people are able to perform each and every task in efficient manner rather than an untrained worker. Tesco Plc conduct various strategic function in order to retain talented and experienced people at work place who are helpful in contributing their vast efforts in attaining goals and objectives. M3) Different methods that are used in HRM practices. Human resource management can be considered as the most effective part of business organisation as it helps in managing proper human resource at work place. There are various methods that are applied by HRM practices at work place, in which some are explained as under: Recruitment and Selection:It is the most crucial function which is widely performed by HR department at work place. Recruitment can be described as the process of determining the best candidate for for any vacant profile through internal as well as external source of recruitment. Health and safety:This is the another essential function of HRM, it is necessary for firm to ensure their employees about safety and security at working environment. Employees safety is must as it helps in developing organisational performance at market place. The higher authority of firm is concern on generating effective laws and legislations that are beneficial for employees within an organisation. D2) The HRM practices and their application. As per the view point ofAlbrech, 2011.HRM practices are important which are applied by business firms in order to developing their performance and productivity. HRM department 7
plays various activities such as Proper utilisation of human resources, selection of candidate, providing training and development session, creating effective plans for firm, implementation of activities in right direction etc. firm use various application like communication channel, innovative tools and techniques in order to developing firms performance and productivity. Communication channel helps in providing a two way process for transferring data and information from one level to another. Innovative tools are helps in organisational productivity which create value for achieving higher competitive advantage at market place. TASK 3 P5) The importance of employees relation in respect to influencing HRM decision making. In small as well as large business organisations are concern on creating an effective and healthy working environment for their employee’s so that they can work with more coordination and passion. Organisation are focused on establishing an effective relationship among employees as it is essential for firm to creating valuable out comes and results. It is the major duty of human resource department to maintain the relationship among employees and higher authority of firm so that firm can gain higher position at market place (Jiang and et. al., 2012). Within an organisation HR manager plays vast role in improving the relationship among employees through motivating them at work place. Tesco Plc is a famous for rendering high quality goods and services to their potential customers in order t satisfying their needs and wants. Decision making plays effective role in creating proper judgement for resolving any kind of issue and conflict at work place. Tesco has large number of employees who are categorised among various departments in which department head is not able to taking any kind of decision for companies profit as they take various suggestion from employees and workers who are very much close to firms activities. Effective relationship among employees helps in solving any kind of issue with coordination and compatibility. There are various importance of employees relation at work place, in which some are evaluated as below: An effective relationship among staff people helps in removing misunderstanding within organisation, so that employees are able to perform in friendly environment. Tesco Plc is focused on establishing formal relationship with employees as it helps in providing positive identity of employees who are performing multiple activities at work place. 8
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ï‚·Effective relationship with higher authority helps in encouraging employees at work place for contributing their significant efforts in enhancing productivity and performance of firm. ï‚·A good relationship helps in creating an effective and formal teams at work place which are essential for completion of organisational task and duty in specified period of time. ï‚·Itbuildcooperationwithinorganisationalmanagersandemployeesforeffective utilisation of resources in respect to maximising the production and sales of firm at market place. ï‚·Effective relationship among employees helps in generating a positive decision which is beneficial for firms growth and success (Lengnick-Hall, Beck and Lengnick-Hall, 2011). ï‚·In order to creating sustainability among employees Tesco Plc is concern on establishing friendly relationship among employees. Sustainability is important for attaining long term goals and objectives of firm. P6) The key elements of employment legislation and its impact in decision making. It is required for each business organisation to create some rules and legislations in order to carry out all business activities in appropriate manner. It is necessary for small as well as large business organisation to follow some rules and regulations that are created bygovernment for developing economic condition. It is required for firm to follow all rules and legislations in respect to attaining goals and objectives in efficient manner. Rules and legislations has a vast impact on organisational decision making which are created by higher authority of firm for by taking suggestions from staff people who are very much close to each and every activity of firm. Asa large businessenterprisesTesco Plc followvariousrules and legislationsthat are implementedby government or its authorities, in which some are effective legislations are evaluated as below: Age DiscriminationAct:This act consist on some specific criteria that are based on age of people with in an organisation (Meredith Belbin, 2011). This section emphasis that a company needs to follow some policies like it is required for firm to hire people who are cross the age limit of 20 as people from this group are eligible for any kind of work. Anti discrimination Act:It is the most effective legislation which is required for each business organisation to take into proper action as it is effective for those employees who are facing various issues and conflicts that are arises through discrimination in terms of different elements 9
like income, cast, religion, gender, race and colour. This act is applicable in each business organisation that are having more than 20 employees and contributing their vast effort in growth and success of firm. Minimum wages Act:As per this act it is required for each business organisation to give significant amount of wage to their skilled as well as unskilled employees. This act is effective in rendering support to employees in respect to gaining wages at work place which are based on their efforts. Health and safety act:According to this law it is required for firm to ensure their employees about their safety and security at work place. All business employing more than five people needs to have a written safety and health policy statement in order to providing proper assurance of employees safety. M4) The key aspects of employees relation management and employment legislation. Employees relation management and employment legislation has a vast impact on organisational decision making, as its plays a effective role in managing healthy and positive relationamongemployees.Aneffectiveemployeesrelationshiphelpsinincreasingthe productivity of through as employees are work with more coordination. This also helps in creating an effective decision that are beneficial for firms growth and success. It is required for each business organisation to follow laws and legislations in respect to carry out all business activities in systematic manner. TASK 4 P7) Different application of HRM practices in organisational context. The components which are related with the practices of human resource can be analysed through the assistance of human resource model, these are evaluated as under: Soft HRMIn this employees are treated as the most essential resource in business organisation. It is also an effective source for gaining competitive advantage. In this method the needs of employees are considered in to proper action who are involved in the business operation. Hard HRMIn this employees are treated simply as a resource of business, it has a strong 10
link with corporate business planning. This method consist various rules and policies by which it is easy for firm to moving towards right direction. It assist the firm towards enhancing the productivity of firm. For example:Organisations have to provide training to their new as well as existing employees in order to developing their skills and ability to perform any task and duty in most efficient manner. It also leads the firm towards maximising productivity of firm which create value in high growth and success of firm. Job specification:It can be considered as the most effective written statement which describes the duties and responsibilities that are needs to be performed by people on some specific profile (Van Dooren, De Caluwe and Lonti, 2012). It includes documentation about required skills and salary for a particular job profile. Job Specification Organisation:Tesco Plc Job Title– Assistant Human Resource manager Qualification– MBA (Human Resources) Location- UK Essential Criteria: Proper knowledge about management tools and techniques. Managing employees relation. Skill of effective team building. Maintaining coordination among organisational operations. Desirable criteria: More than 2 year work experience Attractive personality. Effective communicator. Job description:It consist as a document that carries a proper description about the a particular job profile. Job Description 11
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Organisation:Tesco Plc Division:Human Resource Department Job Title:Assistant Human resource manager Job Location:UK Job Summary The organisation is looking for capable and skilled person who are able to fulfil the requirement of Assistant human resource manager in the company. The candidate must have proper skills and knowledge about various HRM practices. Role ï‚·Hire well educated and talented people at work place. ï‚·Proper management of human resource. ï‚·Conducting an effective training and development session. Curriculum Vitae: It is commonly known as a CV, which consist as an alternative to writing a resume to apply for any job profile.ï‚·Name:ï‚·Address:ï‚·Contact Number:ï‚·Email ID:ï‚·Carrier objective:-Looking for a profile in a company that provides me an opportunity for growth and gaining success in my career. ï‚·Academic Qualification: ï‚·Graduationï‚·MBAï‚·Experience:2yearsexperienceinHumanResourceManagementdepartmentas Assistant HR manager. ï‚·Personal Skills: ï‚·Ability to work in team and focused towards goals. ï‚·Self motivated and having an ability to work in the situation of intense deadline. 12
ï‚·Carry positive attitude and dedicated towards work.ï‚·Declaration: ï‚·I hear by announce that the above informations is true to my cognition and expectations. M5) A rational for the application of specific HRM. Different HRM practices plays an effective role in success and growth of firm s it helps in managing all resources at work place which are valuable for accomplishing higher competitive advantage at market place. Job description and job specification can be considered as the most effective practice of human resource management. These practices are helpful in providing a proper description about the role and responsibilities of any job profile. These are also effective role in explaining proper and appropriate information about the vacant profile. D3) Employees relation and the application of HRM practices. In this modern era each business organisation is focused on establishing an effective relation with employees in order to gaining high growth and success at market place. HRM practices are helpful in enhancing personal as well as professional skills of individual who are contributing their significant efforts at work place in respect to reaching at higher position. A good relation among employees helps in maximising the profitability and productivity of firm through work with more coordination. With implementation of proper HRM practices employees are able to improve and enhance their ability and knowledge which are essential in developing productivity of firm. CONCLUSION Aspertheabovementionedreportithasbeenconcludedthathumanresource management plays a vast role in developing skills and ability of employees at work place which leads the firm towards growth and success. Human resource is the most valuable assets for each business organisation as employees and workers are responsible for each and every activity that are held at work place. The all activities that are conduct under the human resource practices are handled by the department of human resource management. It is required for each business organisation to maintain their human resource as these are more effective in attaining high competitive advantage at market place. 13
REFERENCES Books and Journals Albrech, S.L., 2011. Handbook of employee engagement: Perspectives, issues, research and practice. Human Resource Management International Digest. 19(7). Anderson, V., 2013. Research methods in human resource management: investigating a business issue. Kogan Page Publishers. Armstrong, M., 2011. Armstrong's handbook of strategic human resource management. Kogan Page Publishers. Bamberger, P.A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation, implementation, and impact. Routledge. Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook of labor economics. 4. pp.1697-1767. DENG, C. Y., ZHANG, X. P. and LI, Y. F., 2013. Harmony Evaluation of Living Environment and Economy in Lanzhou City.Resource Development & Market. 8. p.007. Feng, Z. M. and et. al., 2014. Research on the suitability of population distribution at the county level in China.Acta Geographica Sinica. 69(6). pp.723-737. Fuhua,X.,2011.AnalysisonStrategyofHumanResourceManagementinEconomy Hotel.Innovative Computing and Information, pp.275-279. GU, J. T. and DENG, L., 2012. Spatial-temporal Characters of Historic and Cultural Villages in China and Correlation between Them and Local Economic Development [J].Hunan Agricultural Sciences.19.p.023. Hendry, C., 2012.Human resource management. Routledge. Huang,X.,2011.CorporatecontrolbyChineseMNCsovertheirforeignsubsidiaries: Combining institutional and resource-based perspectives.Labour & Industry: a journal of the social and economic relations of work,22(1-2), pp.169-191. Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce differentiation and strategic human resource management. Jackson, S., Schuler, R. and Werner, S., 2011.Managing human resources. Cengage Learning. Jiang, K., and et. al., 2012. How does human resource management influence organizational outcomes?Ameta-analyticinvestigationofmediatingmechanisms.Academyof management Journal.55(6). pp.1264-1294. Lengnick-Hall, C. A., Beck, T. E. and Lengnick-Hall, M. L., 2011. Developing a capacity for organizationalresiliencethroughstrategichumanresourcemanagement.Human Resource Management Review.21(3). pp.243-255. Meredith Belbin, R., 2011. Management teams: Why they succeed or fail.Human Resource Management International Digest.19(3). Van Dooren, W., De Caluwe, C. and Lonti, Z., 2012. How to measure public administration performance:Aconceptualmodelwithapplicationsforbudgeting,humanresources management, and open government.Public Performance & Management Review. 35(3). pp.489- 508. 14
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