Human Resource Management: Functions and Competencies

The provided assignment focuses on human resource management (HR) and its role in gaining competitive advantages for organizations. It involves referencing several books and journals that discuss HR management, including topics such as accountability, public service, and corporate social responsibility. The references include a range of sources, from academic publications to textbooks, providing a comprehensive understanding of HR management principles and practices. This document is suitable for students looking for past papers and solved assignments on human resource management.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1 Purpose and function of HRM................................................................................................1
P2. Strength and weakness of different approaches of recruitment and selection.......................3
LO2..................................................................................................................................................5
P3 Benefits of different HRM Practices to the employers and employees..................................5
P4 Evaluation of the effectiveness of the different HRM in the context of organizational profit
and productivity...........................................................................................................................7
LO3..................................................................................................................................................8
P5 Analyse of the importance of employee relations in the context of HRM decision making..8
P6 Key elements of employment legislation and their impact on HRM decision-making..........9
LO4 ...............................................................................................................................................10
P7. Application of HRM practices in a work related context....................................................10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management is the methodology that helps to manage effectively the
person at work place. It is the practice of recruiting, hiring, selecting, providing training and
managing an organization's employees. Thus, firm can use this in the business to gain a
competitive advantage (MARIOARA and LUCICA, 2019). Therefore, it is the strategic approach
which describe different strategies that helps to achieve future goal of the firm. Thus, HRM is a
process of making the efficient and effective use of human resources so that the set goals are
achieved And firm enhance their profitability through better management.
The present report is based on human resource management of Tesco. It is the British
multinational groceries and general merchandise retailer. The report will cover the purpose and
function of HRM in the organization. Moreover, report will cover the various usage of HRM like
in training, recruiting, hiring etc. Furthermore, report will describe the selection and recruitment
procedure of Tesco and benefits of different HRM practices within the Tesco in both employer
and employee. Lastly, report will explain the internal or external factor that affect the HRM
decision-making.
LO1
P1 Purpose and function of HRM.
Human resource is the frame work that described the strategic and management
approach. Thus, every organization implement this department in the business to manage the
People by organizing, Planning, controlling, directing and recruiting. Therefore, This approach
helps to manage the people effectively in a work place such that they help their business to
achieve the future goal and helps to take a competitive advantage (Agyenim-Boateng and Oduro-
Boateng, 2019). This department helps to enhance the level of performance among the
employees by the use of effective training and recruiting programmes.
Nature -
It is the continues process. Every firm used in the business to manage the people on daily
basis.
It is tactic approach that means its provides the confident among the people that they
have and ability to achieve goal of the firm.
This process is development oriented, provides the training and development facility to
employees for develop their skills.
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It tries to integrate human assets in the best possible manner for achieving organizational
goals
It is the comprehensive method that helps to manage the people in an organization.
Scope -
Personal management — in includes recruiting, hiring, provide training, placement, power,
promotion, transfer, productivity etc.
Industrial relationship — in this, it includes grievance handling, collective bargaining, reduce
disputes, managing the relationship with co-workers etc.
Welfare aspect — in this, it contains health and safety rules for employees, flexible working
hours' medical and education benefits, provide better canteen facilities, transportation activities
etc.
Hard HRM — This process is determined that firm only concentrate on their goal and
objectives rather than employees needs, in this, firm seen the employees as a resource that helps
firm for achieve the highest profit and a competitive advantage (Sparrow, Brewster and Chung,
2016).
Soft HRM — This process is determined that firm understands the employees, and they treat
their employees as an important resource of the firm.
Purpose and function
Recruitment and selection — Recruitment and selection is the main function of the firm. It is
the best process which select the best people for the suitable job. Recruitment is the process of
hiring and selecting the best candidates by inviting the employees through advertising in
newspaper, TV, social platforms etc. in this, The main purpose of the Tesco is that they hire the
best person for the specific job to achieve the goal of the firm and it helps to make better work
force planning.
Training and development — This process is provided the training facility to the employees,
thus, by obtain the training programme employees improves their skills and knowledge. In this
purpose of the Tesco is enhanced the knowledge and skills among the employees. Thus, to
participate in the training programme employees do work effectively and makes higher
production
2

Performance appraisal — This process is provided the motivation among the employees. Thus,
Tesco provides the different benefits to the employees to enhance the motivation as well as
morale (Msofe, 2019). Thus, the purpose of provide the financial and other benefits to the
employees to enhance the motivation so employees makes better production and achieved the
desired goal of the firm.
Work force planning — This is the best process which describe the needs of employees to the
organization that means it helps to identify the number of workers to protect and meet the desired
objectives like legislative, regulatory, service and production requirements etc. Tesco makes the
Work force planning to meet the requirements and business objectives.
Human resources planning processing
Job analysis — First step is in every process is identified of the objectives for which the process
is to be carried on. The next step is analysed the demand of workers through different
organization information such as experience, proficiency, skills, etc. required to perform a
particular job.
Forecasting — In this stage, it describes that identify the human resources according to the
future needs.
Staffing — In this stage, To forecast the future needs of business related to identify the number
of employees. Thus, firms needs the employees during the operation. Thus, firm select the
candidate through internal or external recruitment method (Msofe, 2019).
Training — In this stage, The training is not only for the new employees but also for the
existing employees who are required to enhance their skills from time to time.
Compensation — In this stage, Firm provides the different benefits such as medical, insurance,
retirement, incentives, bonus etc. to the employees to enhance the motivation
P2. Strength and weakness of different approaches of recruitment and selection
Recruitment methods Advantages Disadvantage
INTERNAL — This method
helps to identify and select the
employees within the
organization. There are
different methods that is
transfer, promotion, job
Cost effective- This method is
cost effective methods because
it requires the minimum
training programme to the
employees. Tesco use this
method to minimize the cost.
Lack of fresh ideas — this
method is not considered the
innovative ideas as it lacks the
new ideas and its highly affect
the firm performance.
Underestimate the other
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rotation and rehiring etc. Supports in employees
motivation and engagements
— Tesco provide the job
opportunity to the existing
people it helps to enhance the
motivation and productivity of
the firm (Spychała and
Wolnowska, 2019).
employees — This process is
affects other employees'
performance when firm
provide opportunity to other
person and another workers
feel unsecured and
dissatisfied. Thus, it leads
conflict at the work place, and
they do not work properly so
it leads conflicts and reduce
productivity of the Tesco.
EXTERNAL — These
methods provides helps to
select and recognize the
candidate outside the firm.
There are different types of
external methods that is
advertising, placements,
Educational Institutions,
Employee Referrals employees
exchange etc.
A large range of choices —
This process is provided the
huge data of candidate as
Tesco find the right person for
right job.
Fresh ideas — The main
advantage of this method is
that it helps to consider the
new and innovative ideas that
helps to Tesco for achieve the
competitive advantages.
Longer precess time-
consuming — This process is
long because the selection
procedure is take lot of time.
Costly — This method is
costly because it requires lot
of investment in advertising
activity. Thus, Tesco invest
their money in advertising
activities which leads turnover
of the firm.
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Selection method Strength Weaknesses
Interview — This method
helps to find the people
through Telephone and face to
face interview.
Tesco used this method in the
business to recruit the person.
Its provide usable and clear
information of employees this
method is easy and effective
(Chernov and Chernova
2019).
This method is time-
consuming and also take more
time. Thus, Tesco used this
method it increases the cost of
recruitment.
Personality Test — This
method provides the
characteristics of employees as
it helps to find the best person
who personality suits with job.
Personality test provides the
clear information about the
employees like, their
qualification level and
personality describes that
employees are really eligible
for the job or not. Thus, Tesco
used this method to find the
best candidate by analysing the
personality of employees.
Tesco face some issue related
this method like this method is
time-consuming as well as
firm recruit the same trait and
characteristics of person
regularly. Thus, it leads the
Lack of diversity and also
affects the performance of the
firm.
LO2
P3 Benefits of different HRM Practices to the employers and employees
Human resource management practices refers to the set of activities, policies and
methods which impact the employees' relations, their behaviour and performance. It is generally
considered as a strategic in nature. It plays an important role in an organization. There are
various HRM practices which has been followed by Tesco Company. These HRM practices are
as follows -
Human Resources Information System Practice – It is a kind of computer software which is
being used by the Company's HR department. It is installed for the purpose of helping HR team
members in managing various kinds of data which is related to the employees and their own
work in order to reduce the work loads (Wilton, 2016).
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Benefit to Employees Benefit to Employers
It helps employees to check and collect data
which is related to their salaries, holidays,
grievances and appraisal etc.
It helps in reducing the paper work which
required a lot of time to do but due to HRIS, all
the work are done on the computer, which lead
employers to focus on their important work as
well.
Recruitment and Selection Practice – It is a practice which has been adopted by various
organizations from many years and it will continue in the futures for many years. It refers to the
process of notifying pool of candidates and choosing the best out of those pool of candidates.
Due to this practice, Tesco's Employees and employers are getting benefit which are as follows -
This practice helps employees to enhance their
confidence level which is benefits for their
performance.
This practice helps them to get the those
employees in which they wanted to have
required skills, knowledge and capabilities.
Work – Life Balance Practice – It is a practice which helps employees of an organization to
maintain a balance between personal and professional life. It is one of the important practice
which is very important in the context of employees relations. Tesco's employees and employers
are getting benefits from this practice which are as follows -
Benefit to Employees Benefit to Employers
It helps employees of the firm to improve its
productivity and efficiency due to high focus
on the business work.
It helps employers to look after another
important work which required their attention
as they don't look upon the employees'
performance (John and Taylor, 2016).
Training and Development Practice – It is an important HR practice in which organization
give opportunities to the employees to improve their performance level and enhance their
productivity (Berman and et.al., 2019). Tesco also uses this practice which is benefit for the
employees and employers in the following ways -
Benefit to Employees Benefit to Employers
It helps employees to acquired and gained
required skills, knowledge and capabilities for
the purpose of doing their performance
effectively and efficiently.
It helps employers to maintain good
relationship with their employees. Also, due to
training, employers don't need more
supervision of employees.
6

Performance Appraisal Practice - It is a practice in which organization review, evaluate and
give appraise (can be in the form of feedback) to their employees for the purpose of
improvement in their performance and for the purpose of decision making regarding promotion
or demotion. Employees and employers of the Tesco are getting benefits from this practice
which are as follows -
Benefit to Employees Benefit to Employers
It helps employees to get to know about their
performance standards which motivate him to
do better in the future (Morgeson, Brannick
and Levine, 2019).
It helps employers to get to know about the
strengths and weaknesses of the employees
which lead him to take decisions regarding
promotion easily.
Reward System Practice – It is a practice in which HR give rewards to the employees for the
purpose of motivating him to do better work in the future and giving him recognition in the
organization. This practice is benefits for the employees and employers of the Tesco Company.
These benefits are as follows -
Benefit to Employees Benefit to Employers
It boosts the confidence level of employees
which lead them to improve their productivity
and efficiency. These all results in best service
quality.
It gives recognition to the employers which
increase their growth chances higher.
P4 Evaluation of the effectiveness of the different HRM in the context of organizational profit
and productivity
There are various HRM practices which help Tesco Company to achieve the
organizational profits and productivity. These practices are as follows -
Human Resources Information System Practice - Use of this practice effectively by the HR
department of the Tesco organization are beneficial for the company. It helps in improving the
efficiency & reducing the costs and work loads. This also helps in enhancing the working speed
of the employees which will lead them to achieve organizational objectives on time. This will
result in increasing profits as well as productivity (Stewart and Brown, 2019).
Recruitment and Selection Practice – Effective recruitment and selection practice will lead
organization to get required skilled and talented candidates from the pools of candidates. This
will help Tesco to do work properly and organized way which will lead to creation of co-
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ordination between the tasks of the employees. They will able to achieve their targets which will
lead to increase in the profits and productivity of the organization.
Work – Life Balance Practice – This practice helps employees of the Tesco to easily focus on
their business activities without any tension regarding their personal life or problems. This lead
them to be sufficient which improve their productivity and efficiency. Overall improvement in
employees' productivity will lead to improvement in organization productivity which will results
in profitability as well.
Training and Development Practice – This practice help employees of the Tesco to gain and
acquired skills, knowledge and capabilities according to their job roles. This will help them to
increase their productivity and achieve their targets related to the jobs. Overall employees are
able to achieve their targets which lead organization to attain their organizational goals and
objectives (Noe and et.al., 2017). This will lead to increase in the profitability.
Performance Appraisal Practice – This practice helps management to get to know about the
performance standards and deviation between actual & standard performance. This lead them to
easily make decisions regarding the improvement in performance which also include the
productivity improvement as well. It also helps employees to know about their performance and
feedback which lead them to get motivate to do better performance. Improvement in
performance will lead to improvement in productivity and increment in profitability of the Tesco
Organization.
Reward System Practice – This practice helps organization to motivate the employees and also
fulfil their needs & wants. It leads to reduce the employees' turnover and increase their
productivity and efficiency. Overall it will impact the Tesco's profitability and increase it
(Cascio, 2015).
LO3
P5 Analyse of the importance of employee relations in the context of HRM decision making
Employee Relations
Employee relations refers to the industrial relations also which is related to the
relationship between employees, employee-employers and employee-management team etc. it is
very important functions of the human resource department's members to keep good and healthy
relationships between all the staffs, employees and managers etc. Employee relations is an
important aspect of the organization.
8

Importance of employee relations in the context of Tesco Company are as follows -
Due to strong employee relations, Employees of the company are able to co-ordinate their
business activities with another employees. This lead to completion of the work fast and
attainment of the objectives as well (Bratton and Gold, 2017).
Due to strong employee relations, Company are able to fulfill the needs and wants of
their employees who are satisfied with their work and organization. Satisfied employees are
efficient and happy employees who make working environment friendly. This lead to
improvement in the employer brand image of the organization.
Impact of Employee Relations on the Decision-Making of the HR in Tesco -
Employee relations in the Tesco affect the decision making process of the human
resources. The impact can be positive or negative. If employee relations are strong and HR take
any decisions regarding change in working policy so employees will accept the change. But in
case, employee relations are not strong or there is any kind of conflict between any of the staffs,
it will impact the decision making of change in working policy negatively because employees are
not ready to accept the change (DeCenzo, Robbins and Verhulst 2016).
P6 Key elements of employment legislation and their impact on HRM decision-making
Employment legislation refers to the law which is imposed by the government and its
related authorities on the every businesses regarding the employees and their employment &
employability. It is necessary for the organizations to follow otherwise they have to face a lot of
legal actions.
There are various key elements of employment legislation which are as follows -
Health and Safety – There is an act which state that organization must take care of the health
and safety of the employees and employers working in the organization. This act is Health and
Safety at work etc. act. According to this act, organization should provide their employees
healthy environment. They should provide them training regarding safety at work place along
with give fully information regarding safety equipments and their ways of usage (Noe and et.al.,
2015).
Equal Treatment of Employees – There is an act which state that there should be no
discrimination between any of the employees. This act is Equality Act 2010. According to this
act, no organization can discriminate between his employees on the basis of following
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characteristics which are such as sex, age, marriage, race, belief, religion, disability, gender,
pregnancy and maternity etc.
Impact of employment legislation on HR decision-making
There are various employment legislation which must be followed by the human resource
department of Tesco company. It impacts their decision-making in many ways. They have to
make their policy in accordance with the employment law. They have to treat their employees in
proper manner (Cascio, 2015). They have to follow the grievance procedures according to the
laws.
LO4
P7. Application of HRM practices in a work related context
There are various HRM practices which is applied by the Tesco Enterprise in the work
related context. These are as follows -
Job Description
Job Title Human Resource Manager
Reports to Human Resource Head
Roles & Responsibilities  To provide training and development programs
 To motivate employees
 To create negotiation between employees and management
 To hire the employees according to the requirements of the
organization
Qualification B.com
MBA in HRM / MHRM
MCIPD
Person Specification
Title of the job Human resource manager
Date: 19/07/2019
Qualification required Essential Desirable Met
B.com
MBA in HRM
MHRM
Yes
Yes
10

MCIPD Yes
Yes
Need of Experience
2 years or more than 2
years of experience in
the same field
Yes
Personal characteristics
& conduct
Communication Skills
Interpersonal Skills
Leadership Skills
Knowledge in the field
of HRIS
Knowledge of
Employment Legislation
Yes
Yes
Yes
Yes
Yes
Roles and
Responsibilities
 To provide
training and
development
programs
 To motivate
employees
 To create
negotiation
between
employees and
management
 To hire the
employees
according to the
Yes
Yes
Yes
Yes
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requirements of
the organization
Curriculum Vitae
HR MANAGER
Mark Sloan
22, North Road,
England, UK.
999-999-999
PROFILE
I am a professional assistance manager with a wealth of experience in Human Resources. I have
excellent management experience and feel that I am good at managing people as well as
situations.
KEY SKILLS
 Employee Relations
 Communication Skills
 Leadership Skills
EDUCATION
Year 2012 – 2015 – Master's in HR from London University
Year 2008 – 2012 – Bachlor's Degree in Business from London University
EXPERIENCE
Year 2015 – 2017 – HR internal from ABC Limited Company
Year 2017 - 2019 – HR assistant from XYZ Limited Company
ACHIEVEMENTS AND AWARDS
2018 – Best Employee - XYZ Limited Company
REFERENCES
References will be supplied upon request.
Interview Questions
Question 1 - Tell me about yourself ?
Question 2 - How will you handle the conflict between employee and employer ?
Question 3 - What you think which recruitment approach is best – internal or external ?
Question 4 - What is your salary expectation ?
Offer Letter
12

To,
Mark Sloan
Dear sir,
This letter is to inform you that we are very much impressed from your interview process and
we are happy that you are been selected through your process. All the salary and leaves will be
same as discussed in interview. Kindly join our company from 22st July 2019.
Thanking you
HR head
Tesco Plc.
CONCLUSION
From the above study, it has been summarized that Human resource management plays
an important role in the organization. Also, it is considered to be one of the important department
of any kinds of organization. Due to HRM, Company is able to get their activities from the
employees. In order to retain and satisfied employees in the organization, HR has to done various
functions which help the department to gain competitive advantages for the better future of the
organization.
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REFERENCES
Books and Journals
Agyenim-Boateng, C. and Oduro-Boateng, K. 2019. Accounting for disasters: Evidence of
under-representation of victims in the accountability process. Journal of Accounting in
Emerging Economies.
Berman, E.M., and et.al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Cascio, W.F., 2015. Costing human resources. Wiley Encyclopedia of Management. pp.1-1.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Chernov, A. and Chernova, V. 2019. ARTIFICIAL INTELLIGENCE IN MANAGEMNET:
CHALLENGES AND OPPORTUNITIES. Economic and Social Development: Book of
Proceedings, pp.133-140.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Irfan, M., Hassan, M. and Hassan, N. 2019. The Effect of Project Management Capabilities on
Project Success in Pakistan: An Empirical Investigation. IEEE Access. 7. pp.39417-39431.
John, R. and Taylor, B., 2016. Human resource management.
MARIOARA, I. and LUCICA, A. 2019. HOW TO MANAGE YOUR BUSINESS BY
PROFITABILITY MARGINS.Agricultural Management/Lucrari Stiintifice Seria I,
Management Agricol. 21(2).
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.
Msofe, H.M. 2019. Effects of Job Enlargement on Job Satisfaction in Moshi District
Council (Doctoral dissertation).
Noe, R.A., and et.al., 2015. Human resources management. Instructor. 2015.
Noe, R.A., and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Spychała, M. and Wolnowska, A.E. 2019. Methods of Improving Corporate Social
Responsibility (CSR) Competences at the Technical University. In Corporate Social
Responsibility in the Manufacturing and Services Sectors (pp. 49-68). Springer, Berlin,
Heidelberg.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. Wiley.
Wilton, N., 2016. An introduction to human resource management. Sage.
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