Human Resource Management: Purpose, Functions, and Practices

HUMAN RESOURCE
MANAGEMENT
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Table of Content
INTRODUCTION...........................................................................................................................2
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing....................................................................................................................................3
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
.....................................................................................................................................................5
P3. Benefits of HRM Practices for Employer and Employee.....................................................6
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.................................................................................................................7
P5. Importance of employee relations.........................................................................................8
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision- making..........................................................................................................................9
P7 Illustrate the application of HRM practices in a work related context, using specific
examples......................................................................................................................................9
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15
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INTRODUCTION
The human resource management is considered as the most integral function in the
management if organisation. It is an effective way to manage the work force within the company.
The HRM represents a specific department in the business entity that look out all the matters and
aspects of organisational people. The people are considered as the employees who are termed as
human asset. There are certain principles and multiple theories of human resources management
that helps the organisation to effectively manage its work force and resolve the barriers of human
resources. The present report paper is based on the aspects of human resource management in
Tesco PLC. It is the most renowned retail chain store in UK. The organisation is head quartered
at Hertfordshire, United Kingdom. There are more than 500000 people who are currently
employed in this company. The report here includes the major discussion of HRM and its
principles, the functions and its purposes. Along with that the employee engagement and the
effective employee relation with the organisation has also been discussed here. Furthermore the a
ray of light is thrown at the employee laws and employment legislation in the country, the clear
and cognised format of all the major preparatory notes , curriculum vitae, job offer letter and job
description is also there.
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing
The human resources management is comprised of many integral activities that it certainly
practices within the confine of respective organisation, such activities are often termed as its
function. These activities mainly involve the major process of recruitment, selection, training,
programing, hiring, and determining the employment policy in the company. the main purpose to
attain these activities and tasks is directly aimed towards the attainment of organisational goals
and objectives. These functions and process determines the steps for further effective planning of
work force within Tesco.
WORKFORCE PLANNING
The work force planning is a structure that involves significantly all the course of action,
which are based on the proper identification of the needs and subjective priorities of the
company from its workers.
.
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PURPOSES OF HRM
The important purpose of the HRM are hereby on the organisational context of Tesco :-
 The major purpose is to ensure the safety, security and job satisfaction of the employees
in the organisation. The right way to do the staffing is also an integral purpose of HRM
with in Tesco.
 The responsibility to make the employ familiar with the organisational environment, and
to motivate ad encourage them so that they can show their maximum potential at the job.
FUNCTIONS OF HRM
The functions of human resource management in the confines of Tesco plc.are further
devised in three broad types which are defined as follows :-
Operative Functions:
The operative functions are termed as the most challenging functions of HRM in the
organisation, these functions are comprised of high incurrence of resources these functions
involve the operation that the human resource management practices for effective outcome of the
organisation. The recruitment, selection and other training like process fall under the type of
operative function.
Managerial Functions:
The most important function of the HR as it is responsible for the formulation of the
planning and determination of all the policies in the organisation. The effective management can
be considered as the foundation step of the organisation’s growth. The managerial functions of
HRM in Tesco can is quite effective and helps in managing the human resource in the
organisation.
Advisory Functions:
The advisory function states all the activities related to giving suggestions and advicee to
the head of the department and top management authorities in the company. that are effectively
being played as an integral role in Tesco.
HARD AND SOFT HRM MODEL
There are multiple forms and tools that are adapted by the HRM department of Tesco.
These tools does include hard and soft HRM model. The hard model determines that the people
in the organisation are needed to be considered as the resources only. Thus on the other hand the
soft model states that the organisational work force are much more than resources and they
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