Importance of Employee Relations in HRM Decision Making
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This article discusses the importance of employee relations in influencing HRM decision making and its impact on organizational productivity and profitability. It covers topics such as employee engagement, employee satisfaction, and the elements of employment legislation that affect HRM decision making.
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HUMAN RESOURCE MANAGEMENT
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Table of Contents INTRODUCTION..........................................................................................................................3 TASK 1............................................................................................................................................3 P1 The purpose and functions of Human resources management used for planning and resourcing of employees in organizational context:..............................................................3 P2 Elaboratedvariousmethodsof recruitmentand selectionalong withstrengthsand weaknesses:............................................................................................................................4 TASK2............................................................................................................................................6 P3 Explain the benefits of different HRM practices within an organisation for both the employer and employee..........................................................................................................6 P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit and productivity............................................................................................................7 TASK3............................................................................................................................................8 P5 Analyse the importance of employee relations in respect to influencing HRM decision making...................................................................................................................................8 P6 Important elements of employment legislation that affects decision making of HRM.. . .8 TASK 4............................................................................................................................................9 P7 The application of HRM practice in a work related context.............................................9 CONCLUSION.............................................................................................................................13 REFERENCE.................................................................................................................................14
INTRODUCTION Human resource management is very essential for each and every organization. It makes employees enable to work in an efficient manner and help to enhance their productivity. It is a branch of management that performs various function such as recruitment, selection, training, performance appraisal in order to achieve organizational objectives(Noe and et.al.,2018). Selected company in this report is TESCO. It is a retail giant that deals in variety of products such as groceries, mobile phones, clothes and may more. It has found in the year of 1919. It has expanded its business in various other countries such as India, China and many more. In the following report various functions that are performed by human resource managers are included. Along with this it consist various methods to hire a suitable and qualified candidate to perform several business activities in an efficient manner. Hence, it gives an overall prospective about various practices of Human resource management. such as employment relation, performance appraisal. TASK 1 P1ThepurposeandfunctionsofHumanresourcesmanagementusedforplanningand resourcing of employees in organizational context: Human resource management refers to the roles and responsibilities of managers towards the employees of an organization. It is an essential function of overall management that is related to recruitment,selection, training and development of employees in order to enhance their work efficiency. In context of Tesco, mangers of company adopts various policies, strategies to manageperformance of staff so that they can achieve the organizational objectives. There are some specific functions related to human resources management that are being performed by higher authorities of company, are given as follows: Human resource planning:It refers to procure manpower as per the requirement of organization. Human resource management of Tesco undertake anticipation about future requirement of human resources then formulate various strategies of recruitment as well as selection in order to hire potential candidates(Mondy and Martocchio, 2016.) Training and development:Management team of Tesco organizes various training sessions, seminars, conferences to enhance productivity of employees. They arrange
training sessions not only for new hires but also for existing work force to make them familiar with new technologies and advancements at the market place. Motivation:It is an essential function perform by human resource mangers. It helps to inspire, motivate staff to work for the success andgrowth of organization. In Tesco, management team of company adopt several monetary and non monetary techniques to enhance employees morale. They are providing bonuses, incentives, rewards, recognition and many more other benefits to staff. This will help to enhance their productivity and work efficiency. Best Fit and Best practice Approach:Human resource managers of Tesco applies best fit approach as they are formulating strategies and policies according to the organization internal and external environment. They adopts best practices approach of HRM in order to create a positive environment at work place and get competitive advantage. They first analyse the circumstances of organization and then prepare policies accordingly. Hard and soft model of HRM:Management team of Tesco manage a balance of both models. As per hard HRM model they recruit, select, and fire as per requirement. On the another side they also follows soft model practices. They treat employees as an asset and motivates them to work hard for the success & growth of organization. Workforce Planning:Human resource management team of Tesco are efficient in workforce planning. They make forecast about human resource requirement of organization so that they can fulfil the demand arises at market place(Delery and Gupta, 2016). P2Elaboratedvariousmethodsofrecruitmentandselectionalongwithstrengthsand weaknesses: Recruitment and selection refers to hire an appropriate candidate for the job opening in a company. It is a function that helps to get a potential, capable and most suitable employee for the vacant post. In Tesco, management team of company adopts several techniques of recruitment to hire an appropriate person, that are stated below: Internal sources:it refers to select an appropriatecandidate and fill the vacant position from existing employees.It consist methods like promotion, transfer and may more. Mangers of Tesco, give preference to internal sources at the time of hiring. They evaluate the performance of their present workforce to select a suitable person for the job opening.
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As sensitising employees are already a part of company due to organization not require to arranger extensive training programs. This helps to minimize the cost incurred in training and development. External Sources:In this method management team select the candidates from external sources such as campus placement, references, walk-in interviews. There are various employment agencies that also help to get an appropriate employee. Hiring mangers of Tesco are also depend on various external sources to hire a suitable candidate. They organize various campus drives, walk-in interviews so that they can recruit potential workforce. With the help of external sources they are able to receive new, energetic, potential and capable candidate who will give a competitive advantage to company. This method incurs high expenses to organization as they need to organize extensive training and development sessions for new employees(DeCenzo, Robbins and Verhulst, 2016). Selection is a step of overall recruitment process that pertains to get the most suitable and appropriate candidate to fill the vacant positions in organization. Human resource mangers of Tesco, carry out various steps of screening such as personal interview, HR and technical rounds to select an efficient applicant. Primary Screening:This is the primary way to evaluate the application in Tesco. Under this a basic screening related to educational qualification, skills are carrying out by human resource managers. Applicants who has necessary skills & match the predefined criteria are selected at this step for the further process of recruitment. Strengths:This is very crucial step as this save the time of HR manger of respective company. The candidates who are not match with standards get rejected at this stage. So, this helps to select most qualified applicant for job opening. Weakness:AS this method is completely depend on personal judgement, perception of HR manager, there is possibilities of biasses. Due to this sometimes suitable candidates do not qualify for the further process. Personal Interview:In Tesco, HR mangers of company undertake personal interviews to know various skills of applicant such as communication, decision-making skills and many more. Strengths:During face to face interview employer get a chance to pass a judgement and get detailed information about a candidate.
Weakness:In this method the applicant is judge on the basis of communication skills, interpersonal skills. It may possible that during this short time of personal interview, employer not able to judge the candidate in best possible manner. TASK2 P3Explain the benefits of different HRM practices within an organisation for both the employer and employee. In relation to organization there are various types of HRM practices which has to be perform by manager in firm to achieve objectives of firm. These practices are related to function of firm and help both employer and employee. Some of these HRM practices are discussed below: Training and development: It is prime function of every human resources department in organization to provide training to employees. Under this function of HRM manager in Hr department use both on the job and off the job training methods according to nature of job. This practices of HRM department in enterprise is benefited for both employer and employee.In terms of employer, this help them in saving resources of organization(Nejati, Rabiei, and Jabbour, 2017).As, it proper training and development helps employees in identification of there roles and responsibilities and working effectively on there job. On the side of employee, this function is helpful to them in increasing their performance and abilities to perform task accordingly. Along with this, employees can achieving faster appraisals and promoting by shaping there skills with training programs. Planning for change: There is continuous changes in business environment which are impacting on performance of organization. These changes are related to changes in technology and many more. This bring requirement of planing for change in organization. In relation to this, HRM in enterprise perform similar functions which are related to planing for changes. This functionis helpful to employer in identification of changes in business environment and using these changes in accordance with business objectives. On the other side, these is beneficial to employees in managing own performance according to changes in business environment by performing activities in planed manner(Korff, Biemann and Voelpel, 2017). It can be evaluated from the above mentioned information that there are various functions which are performed by manager in organization. These are helpful to bot employee and
employer in TESCO to manage there functions and achieve business objectives. This will provide assistance in managing functions and maintaining working environment. P4Evaluate the effectiveness of different HRM practices in terms of raising organisational profit and productivity HRM practices in enterprise are always associated to profitability and productivity in organization. HR department in organization perform various functions which can be use by manager to achieve better productivity level by managing humans capital in appropriate way. Some of those practices which are related to increasing productivity and profitability are mentioned below: Training and development: This practice in HRM is directly related to productivity and profitability of firm. Providing training and development to employee helps firm in increasing skills and abilities of employees to perform difficult task. This will enable Tesco to use potential of employee at the time of dynamic situation and use employees to achieve business objectives. This will bring higher productivity and profitability in enterprise because employee are trained to handle resources and deal with complex situation. Management of conflicts: This functionis also performed by HRM department in enterprises.Underthisfunction,managerinfirmregularlycheckonconflictsbetween employees and employer and try to solve issues by different methods(Bratton and Gold, 2017). Thishelpsinboostingprofitabilityandproductivityoforganizationbecauseithelpsin managementof resources. Thishelpsin managing communicationin organizationwhich ultimately boost productivity and provide constant revenue to organization. Minimizing threat of employee turnover: In context of current market, organizations are facing problem high employee turnover ratio. This is related to decreasing in revenue as well as productivity of firm. In relation to solving issues related toemployee turnover, TESCO is using HRM practices related to motivation and employee retention. This helps organization in retaining employees in firm and achieving its objectives. This also impact on profitability of firm as organization is suing huge cost on training and development of employees which get waste if employee quit job in earlier time.
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TASK3 P5Analyse the importance of employee relations in respect to influencing HRM decision making. employee relations can be define as relation between employer and employee which helps firm in managing employees motivation and bringing productivity in decision making ability. Some of these factors are discussed below: Employeeengagement:Employeeengagementcanbedefineasthatprocessin organisation which is related to increasing participation of employee in working of enterprise. This lies under HRM practices performed by HR manager in TESCO. This practice in firm is directly related to productivity and profitability. Under this, manger tries to increase participation of employees in organisation working. This enable firm to increase motivation in employee by taking these suggestion(Brewster and Hegewisch, 2017). These suggestion helps in identifying better solution to organizational problems and increase productivity by implementation of solution to issues. This also impact on profitably as motivated employee perform better in their respective jobs and helps in bringing stability in revenues of firm. Employee satisfaction: Good relations in organization is helpful to firm in managing resource and bringing satisfactionin employees. This is because better relationhelps in managing effective flow of communication and this will facilitate fast flow of information from one department to other. This is also useful in decision-making process to organisation as this facilitate motivation in employee which help in managing work and reducing employee turnover. Therefore,managerinfirmcantakedecisionaccordingtosatisfactionlevelof employee(Miebach, 2017). It can be evaluated from above that there are various practices which help in managing decision making process of Tesco and improving functioning of organization. These are linked to employee satisfaction and engagement in firm. P6 Important elements of employment legislation that affects decision making of HRM. Employee legislation tends to those laws and norms that are related with the employment which includes labour relation, standards of employment, compensation of workers, wages, pay equity, remuneration and so many. It refers to forming a relation between employee and employer. It contains all rights of employee and it is the responsibility of manger to maintain
healthy and positive environment of workforce. For this they need to adopt some norms in order to make effective decisions for maintaining employer- employee relation. Some of these are obstinate below: Equality act 2010:This act is primarily focused on protection of employee from any sort of harassment and discrimination in the organisation. It removes inconsistency and offers equal and fair opportunity to each and every worker who are at same position. Manager of Tesco opt this law foe ensuing that all subordinated are getting equal rights and benefits which are provided to them by company(Stewart and Brown, 2019). Healthy and Safety 1974:This law was proposed to provide safety and security to all employees within company. It assist company to reduce turnover rate of worker as they feel motivated and engaged towards their projects. Tesco organisation ensures that all individual feel secure and safe while performing any task within firm. Sex discrimination act 1975:According to this act no worker weather male, female and transgenderwillnotbediscriminatedatworkplace.Everyonepossesequalrightand opportunities for performing projects who are at same positions. This act promotes positive and healthy workplace environment. In context of Tesco they recruit candidates on the basis of ability and skill not on the basis of gender along with it they provides equal rights to each employees within company(Marchington and et.al., 2016). Its impact on HRM decision making- It is important to maintain relation between employee-employer for enhancing the performance and profitability of company. In which there are various employees law which aids companytomaintainpositiveandhealthyworkforceenvironment.Theabovediscussed employee relation is opted by Tesco in order to increase efficiency and effectiveness of employees by maintaining good workforce environment. It will negatively impacted on company if decision are not taken according to above norms. TASK 4 P7 The application of HRM practice in a work related context. The HRM process includes searching of appropriate candidate for a right position in an organisation. It involves recruitment & selection from various activities. The HR manager of Tesco is planning recruitment process for vacant position of operation manger for UK.
Advertisement for role of vacant position- It is an attractive methods to grab people for recruiting. It supplies the way in which organisation wants to recruit(Kehoe and Collins, 2017).Human resource management department of Tesco use this advertisement methods for filling vacancy of operational manager. Job advertisement TESCO JOB OPENINGS Tesco is looking for a candidate who posses quality to study the data and have excellent decision making skills for the given role of position. Operation manager JOB ESCRIPTION Operation management need to have minimum 1.5 years of working experience for the required position along with it, have ability to manage all team members & the responsibility for the productivity of team. REQUIRED SKILLS Research Process Management Data Interpretation Excel & power point Hard working Apply now Send resume athr@tesco.comor apply from websitewww.Tesco.com Job description- It is the brief that is provided to candidate's. In which it included role & responsibilities as well as the necessities of position within company. Job description Name of organisation-Tesco Job profile-Operation manager
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Section –Operational department Responsible to –HOD Purpose of Job - To manage the process of raw material's inflow and product's outflow of department. To maintain the quality and features of product. To enhance the productivity of employees as well as for the department. Responsibilities- To manage trainees and motivate them. To accomplish targets. To coordinate work and depute responsibilities. Curriculum vitae John Peter Address- 14/425, SPQ Street, London, UK. Contact details-00657-99067 Email ID:peter.john15@gmail.com Career objective- To work with a reputed organisation where I can effectively utilized my skill and ability as well as aids company in order to accomplish organisational goal. Work experience - Minimum experience of 3 years in operational management field. 6 months training or internship under operational manager Qualification required- Bachelor's degree in Technical Master degree in operational. Interview questions-After screening and scrutinizing of applicants, selection of right candidate is carried out on the basis of interview. For this formulation of some related question is important to conduct interview which assist recruitment team in detailed analysis of applicants. 1. Give me a brief about yourself which is not mentioned in your CV? 2. What are your strength and weakness that assist you to perform operational function? 3. What will be the biggest motivation for you in a company, monetary incentives or workplace
reignition? 4. If you are a operational manger, then how will you manage workplace conflicts as well as internal problems of workers. Job offer-It comes after the selection of appropriate candidate. After receiving confirmation of selection, offer letter will be sent to selected candidate. Offer letter Mr./Ms. Last Name Address City, State Zip code Date- 1 October 2020. Dear Mr./Ms. Last Name, We are pleasure to inform you that have are been selected for the role of operational manger. You have completed your all interview round very well and have been charted for the operational manager of Tesco. Congratulations for getting selected. Therefore we are offering you an opportunity to serve your knowledge and skill in our organisation and that could become an asset for company. Role and responsibilities- Performing all function related with the operation manager. To manage all role of operation, support HOD with operation executives. Designing and planing of operational process. Date of joining: 5 Oct, 2020 working Hours: 9:00AM to 6:00 PM Salary: $ 60000 per month Compensation benefits-Accommodation, transportation facilities, food facilities and medical insurance. If you accept this offer letter then kindly reply us on given mail with your signature and a confirmation mail. If you have any queries then feel free to ask on given number or you can mail us your queries directly. HR department Tesco
Signature______________________ Date--------------------------------------- CONCLUSION From above report it has been concluded that in every company HRM plays vital role to manage all function and activities in context of employees and company. Managers of company need to designed and planned effective strategies to achieve goal or objective of organisation. Furthermore,itistheresponsibilityofhigherexecutivestomaintainpositiveworkforce environment and for this they need to opt some acts which aids in enhancing efficiency and effectiveness of employees.
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REFERENCE Books & Journal Noe, R. A., and et.al., 2018.Fundamentals of human resource management. McGraw-Hill. Mondy, R.W. and Martocchio, J.J., 2016.Human resource management. Pearson. Delery, J. and Gupta, N., 2016. Human resource management practices and organizational effectiveness: internal fit matters.Journal of Organizational Effectiveness: People and Performance. DeCenzo, D. A., Robbins, S. P. and Verhulst, S. L., 2016.Fundamentals of human resource management. John Wiley & Sons. Nejati, M., Rabiei, S. and Jabbour, C. J. C., 2017. Envisioning the invisible: Understanding the synergy between green human resource management and green supply chain management in manufacturing firms in Iran in light of the moderating effect of employees' resistance to change.Journal of Cleaner Production.168.pp.163-172. Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave. Miebach, B., 2017.Handbuch Human Resource Management. Springer Fachmedien Wiesbaden. Marchington,M.,andet.al.,2016.Humanresourcemanagementatwork.KoganPage Publishers. Stewart, G.L. and Brown, K.G., 2019.Human resource management. John Wiley & Sons. Kehoe, R. R. and Collins, C. J., 2017. Human resource management and unit performance in knowledge-intensive work.Journal of Applied Psychology. 102(8). p.1222. Korff, J., Biemann, T. and Voelpel, S. C., 2017. Human resource management systems and work attitudes:Themediatingroleoffuturetimeperspective.JournalofOrganizational Behavior.38(1). pp.45-67. Brewster, C. and Hegewisch, A. eds., 2017.Policy and practice in european human resource management: The Price Waterhouse Cranfield survey. Taylor & Francis.