Importance of Employee Relations

This report discusses the importance and scope of HRM, how it is the lifeblood of Tesco organization. The key elements Tesco company uses in workforce planning for resourcing an organization, how it attracts and recruits new talented workforce.

Human Resource
Management

Statement of authenticity
This statement is to notify that this report on human resource management is completed
by me. The information provided in in this report is completely accurate and researched and
verified by me.

TABLE OF CONTENTS
Statement of authenticity.................................................................................................................2
INTRODUCTION...........................................................................................................................1
P2: Strengths and weaknesses of different approaches to recruitment and selection..................1
LO2..................................................................................................................................................2
P3: Benefits of different HRM practices.....................................................................................2
P4: Effectiveness of different HRM practices.............................................................................3
LO3..................................................................................................................................................5
P5: Importance of Employee Relations.......................................................................................5
P6: Employment Legislation.......................................................................................................6
LO4..................................................................................................................................................7
P7: Human Resources Management (HRM) Practices................................................................7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management can be defined as one of the most crucial tool of
management in an organization where procurement, development, maintenance of human force
working is involved. It is a multidisciplinary subject for a company which needs efficient
utilization of available skilled workforce and also to make utmost efficient use of existing human
resource to achieve individuals and organizational objectives. In this report Tesco is taken as an
organization which is multi-retailing organization of UK.
This report discusses the importance and scope of HRM, how it is the lifeblood of Tesco
organization. The key elements Tesco company uses in workforce planning for resourcing an
organization, how it attracts and recruits new talented workforce. The policies it undertakes for
recruitments and selection, strengths and weaknesses of those. The importance of training and
development Tesco lays for extending new business skills according to the new changing
environments. The main principle of HR manager at Tesco is to analyse the proper functioning
of workforce, retaining the talented staff by encouraging their morale levels to reach the
company goals.
P2: Strengths and weaknesses of different approaches to recruitment and selection
There are various approaches of recruitments and selection which can be adopted by Tesco
for constructing strong workforce and employ people who have high technical skills and
potentialities of working under dynamic working conditions. Recruitment is one of the
most important step for initialising the function of selecting , training and development
and further procedures.
INTERNAL REQUIREMENTS
 PROMOTIONS: It means promoting the personnel working within the company already
working for new posts or transferring them for according to the field they work in. It
increases their morale as they seek for further greater opportunities in company by
working towards superior enhancement of their skills and working at utmost level of
them. Internal promotion methods are the most common and instant reach for gaining
new employees in Tesco, as the formal working requirements and the criteria of
production standards are known to the internal employees.
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Strengths-Top performers are often hungry for new challenges. They use their utmost skills and
knowledge to reach competitive targets in marketplace, bring growth in economy by
advancement in technical business practises. This approach motivates employees working in
internal structure of company to gain high position among company and they seek their growth
avenues in their professional careers. Internal promotion is not only cost effective approach to
hire people but also relative closer option to management as all employees are already known to
the rules and regulations.
Weaknesses-A sense of stagnation is developed by internal recruitment method as businesses
and industries change over time, and current employees sometimes lack the skills or knowledge
necessary to help your company stay competitive or explore new opportunities (Konin, 2018). It
limits the choice for the mangers to choose from as internal recruitment leads to less diversity in
company as it has limited choice with less qualified and in-competitive workforce. One more
important disadvantage of this approach is that there is less inflow of fresh blood within
company which may be dangerous to Tesco, where there is high demand of innovation.
EXTERNAL RECRUITMENT
 Social media: Using social media and recruitment agencies: Tesco Company can also
use online social portals and adverting agencies who publish their details of recruitments
online by which people can directly contact the company, potential job seekers can come
forward. Social media recruitment is very instant and the most innovative method to
reach among larger scale of people around the world , who have high talented skills and
their connectivity with Tesco management can be effectively programmed.
STRENGTHS:
Procuring fresher and best talent: External recruitment provides larger options for a number of
external applicants rather than just internal applicants which helps in inflow of better ideas, skills
and knowledge. Company creates a healthy environment as it is open for all, anyone can apply to
the job and can get the position according to the relevant skills.
SELECTION STRATEGIES
 Online screening and short-listing: Tesco can use online screening methods for
selecting and strategically selecting new personnel in company which involves online
interviews to screen their potentials, knowledge they posses and select them based on
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their skills. Online screening saves a lot of time period for top management, which can be
leveraged for further important decisions.
STRENGTHS-It saves time and less havoc of paperwork as selection is done directly online. It
is cost effective, immediate and reaches larger audience. It is easy and flexible with dynamic
nature as it saves a lot of time.
WEAKNESS- Hiring online can arise technological issues and logistical problems as it involves
a lot of technical steps and some candidates may not want to take time or may not be confident
enough with the security of an online application.
LO2
P3: Benefits of different HRM practices
HR practices are the means through which the human resources in company policies are
developed. Developing extensive training courses and motivational programs, such as devising
systems to direct and assist management, performing ongoing performance appraisals. Stable
human resource policies in a company provide consistency, structure and control in the
framework of workplace. The various benefits and importance of conducting HR practises at
Tesco can be analysed as follows which enables us to deeply understand the imperative
importance of connecting workforce with company goals.
TRAINING AND DEVELOPMENT: It is one of the major HRM practice followed within the
organisation. For example Tesco by providing proper training and development to workforce can
bring efficiency in technical works, increased dynamic capacity to adopt new technologies and
methods which are of beneficial to employer as it leads to increased innovation in work (Moore
and Jennings, 2017). On the other hand it is beneficial to employees as it increase in job
satisfaction and morale levels. Well trained employees shows enhancement in both quantity and
quality performance.
PROVIDING SECURITY TO EMPLOYEES: This is also the HRM practice which can result
in the benefit for both employee and employer. For example Tesco by providing security to
employees enable a healthy, happy workplace where knowledge is shared. It is beneficial to
employers as by following open book management style and corporate working environment
they assure higher productivity from employees (Konin, 2018). It is beneficial for employees too
as they feel content and high moral levels are achieved.
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POLICY MANAGEMENT: Tesco by following a proper policy management framework can
manage the risk across the organization effectively, policy and document automation should be
considered. It automates the work flow and reduces time. It is beneficial to employees as a
structural policy framework reduces the confusion, havoc and brings coordination among the
hierarchies. Tesco by giving ethical working conditions and providing employees with strong
working conditions under which they are governed and safety records enable them a safe
environment, motivate employees and connect them with them with workforce structure.
MAINTAIN STAFF ACCOUNTABILITY: Tesco by maintaining the staff accountability in
company can bring an efficient growth at workplace, employers can benefit by tracking the
capabilities of people working there. Employee accountability is upheld, and they receive
sufficient training at work which thus leads to increase in their recognitions and productive
morale levels. Leaders and mangers must hold accountability for employees and listen out to
their grievances, work related issues and provide them with strong leadership which will enable
them to work more efficiently.
P4: Effectiveness of different HRM practices
Training and development: As it is the one of the basic HRM practice which can help in
increasing the organisational profit and also can increase the productivity of employees in the
workplace. It can be illustrated with the example if employees of Tesco are provided effective
training and developmental programs (Stone, Neely and Lengnick-Hall, 2018). It can help in
increasing the skills and knowledge of employees and this can result in committing fewer errors
while performing work. Also, it will help employees to gain confidence and this can result in
increasing the productivity of employee and organisational profits.
Training Gap
Training gap indicates gap in employee's training. Most organisations always analysis
this gap to highly train their employees at workplace. There are many options available to the
Tesco which helpful in train employees. For example; different types on training, online
workshops, etc.
Types of Training
Currently various types of training available to the company which will help in improve
employees performance at workplace.
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 Job Training: Job training is basically a training which employees take on their current
job role. With this type of training, the company is able to provide training to their
employees on existing workplace.
 Literacy Training: In this type of training, the company enable to give training to their
employees by literate them on workplace.
Online Workshop
Online workshop is very productive option to the company which helpful in train
employees. In this case, the company is able to provide some training workshops to their
employees through online portals, like; internet, video streaming, etc.
Internal and External Providers
In the internal and external providers, the company is able to use some trainers from their
internal and external business environment. These training providers are also helpful in train
employees in the workplace.
Evaluation of Training
Training is too important for the employees, because with the support of specific training
they will able to improve their current work efficiency. That's why training aspect is too good to
the company.
Flexible Organization and Working
Many times the top-level management need to increase flexibility within business
environment to get some effective results. There is flexible working is very helpful to employees,
because they able to choose favourable working hours with the help of this.
Performance and Reward
The company is responsible to give reward and appreciation to those employees who
have high performance in the workplace. This reward step is too necessary to maintain good
performance of all employees within business operations.
There are training, reward, flexibility very important aspects within the company,
because it able to gain huge profit in the market with the support of these aspects.
LO3
P5: Importance of Employee Relations
There are employee relations really influence the decision-making process of the human
resource management (HRM) in the company. Currently there are various techniques available
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to company which help in improving employee relations. For example; flexible working hours,
with the support of this technique company can easily satisfied their employees, because flexible
working hours gives opportunity to employee for balancing their work and family. According to
Maslow’s theory, family is one of the prime needs of people or employees. That’s why this
technique help in improving employee relations. There is motivational approach also plays great
role to improve employee relations, because company can easily motivate their employees
through this approach. At the end, management need to provide positive work culture to their
employees, because this types of work cultures always removes various conflicts from business
environment. These steps are to necessary towards improving employee relations.
There is effective relationship between the employees and the management highly
influence the human resources management decision-making. Suppose in the Tesco, the
employees are comfortable and happy with their upper-level management. In this situation if the
HRM take any decisions to give training sessions to the employees for improve their workability
(Rahmat, Buntat and Ayub, 2018). Then employees will also go agree with this step of the HRM,
because they feel supported and valued by their upper-level management. Effective relations of
employees with their management always give them many advantages in the company's business
operations. With these relations if HRM take any decisions in the company, then each time
employees will respect these MRM's decision-making. On the basis of these relations the human
resources management of the company will always able to take decisions for employees’
welfare. It takes some decisions for develop some useful policies for the employees, which
provide them better career opportunities within Tesco. The HRM also need to make decisions for
maintain these good relations between the employees and the management forever.
On the other side, if relationship between employees and top-level management is much
good, then it also influences the HRM's decision-making process. Many times some crises rise in
the company within employees and the management. In these situations, the employees in the
company are not agreed with their manager's decisions. Suppose the HRM decide to provide
some motivational seminars for improve their motivation behaviour. In this case employees will
not agree with this step of human resource management. To solve this type of conditions in the
company, the HRM needs to take some important decisions to employ useful strategies in the
business environment to maintain a good and positive environment within company. This
positive environment of the company will help in build effective relationship between the
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employees and management. The upper-level management of the company need to listen their
employees needs and wants (Glover and Branine, 2017). With bad relations of employees the
Tesco will not gain huge competitive advantages in the market. The human resources
management highly need to take decisions for remove such errors form the company.
P6: Employment Legislation
Employment legislation is basically provides some measures to the company which are
important in the employment protection. There are various elements of the employment
legislation which impact to the decision-making process of the Human Resources Management.
Work Conditions: The employment legislation is provided work conditions for the employees
in the organizations. In this case the HRM of the Tesco also need to follow these conditions in
their business environment for employees. In which the HR manager need to give salary to their
employees on the basis of employment laws. HRM also need to take decisions for working hours
according to the employment legislation. For example; the legislation says every employee only
need to do 8 hours work in any organization. In this case human resources management of the
company need to take decisions on how to take effective work from employees in these 8 hours
(Moore and Jennings, 2017). The manager of HR also need to complete study about employment
legislation to follow it in their company.
Health and Safety: The human resources management also responsible to take some effective
decisions for provide health, safety and welfare to the employees in their business environment.
According to this element the company is responsible for health and safety of employee when he
or she work in their business activities. The HR manager always need to give the best health
facility to their employees and need to create a safe work zone for all employees. This step also
help to the company to build great relationship with their employees or staff. The Tesco is not
only company which need to follow this law, there are all companies in the United Kingdom are
necessarily needs to follow all terms of the employment legislation and laws. In this case the HR
manager need to take specific decisions within company to give priority to the health and safety
factor of the employees.
Employment Law
Employment law is too important to all employees, because this law give them some
specific rights on their workplace. They able to get dignity in their job role with the support of
employment law.
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Protection Law
Each organization is responsible to create a safe and secure zone for their employees to
protect them. Employees feel valued by this law.
Law of Equality
This law say, every business need offer equal opportunities to their ell employees. This
law is helpful in avoid discrimination aspect at workplace.
LO4
P7: Human Resources Management (HRM) Practices
There are many major human resources management practices are discusses below;
 Selective hiring: This is one of the major practices of the human resources management
in the Tesco. In which the HRM is working for hire some right people in the company as
employees. For the complete this task the HR manager is need to systematically follow
the full procedure of hire people within the company (McKeown, 2019). Suppose the
company need some employees in their marketing department which has extra ordinary
knowledge of marketing. In this case the top-level management of the company will give
responsibility to the HR department to hire these people. Then the HRM start their
practice of hiring people in the company.
 Training and relevant skills: Provide the specific training and relevant skills to the
employees is also another major practice of the human resources management in the
Tesco. Many times the company need to improve the overall performance of their
employees. In this case the HR manager of the company is responsible to provide some
training sessions to their employees to improve their workability and skills. This practice
of HRM is also helpful in improve the overall performance of the Tesco in the
international market.
 Performance based compensation: In this practice the HRM give compensation amount
to their employees on the basis of their performance. It also needs to give compensation
on the fair basis. It is necessary because if the human resources management not give it
on the fair basis, then it will turn into an unethical attempt (Mayhew, 2019). The reason
behind provide performance based compensation is, there are many employees are
working in the company and these all has different work efficiency. Some has higher and
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some has lower. In this case the HRM need to give amount to the employees on the basis
of their work efficiency and performance.
Job Specification
TESCO
Job Title: Sales Representative.
Qualification: Bachelor degree will be preferred in any stream.
Experience: Minimum two years of experience in finance industry is required.
Skills: Inter personal and excellent communication skill, positive and confident and should have
ability to sell and accept rejection, skill to solve conflict and manage people.
Responsibilities: The sales executive of the company has following responsibilities such as :
 Find prospect and understands their needs or wants.
 Management of sales team by planning, providing training and development.
 Prepare report and provide information related to recent trends.
 Tract and monitor work of employees.
 Learn the details of product and service of the company.
 Meet with clients and act as consultant.
Characteristics: The sales executive should have following character-sticks:
 Should be Honest and discipline.
 Should possess Positive attitude and polite behaviour.
 Energetic, intelligent and passionate for the work.
 Should have ability to influence people.
 Should be Creativity and proactive.
Interview Question:
 Are you comfortable in making cold calls?
 Tell about your long term career goals?
 What interest you the most for sales position?
 Sell me this pen?
 Explain the qualities of sales person?
 Tell something about the company?
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Selection criteria
Experience Minimum two year experience in finance industry.
Qualification Graduate in any stream.
Skills Excellent communication skills and problem solving abilities.
Job Offer
To,
John Michael,
Our company Tesco is pleased to inform you that we have selected you as our sales
representative of Tesco company. This is an official contract of employment along with
compensation package and benefits. As the employee of Tesco you will get various benefit such
as health and dental insurance. If you any question regarding the job feel free to come to me to
get your answer.
Tesco appreciate your hard work and determination and hope for your great success while
fulfilling the objectives of the organization. Hoping you doing best in the new role as sales
representative of Tesco company. So, please confirm the acceptance of agreement by signing
and dating this agreement on or before 14 January 2020.
Congratulation
Best Wishes
CONCLUSION
From the above report it can be concluded that HRM department helps in planning and
organizing of employees in the company. It can also be concluded that the strength and
weaknesses are used in recruitment and selection of employees. Practice of HRM department
benefit to both employee and employer and also helps in increasing profit and productivity of the
organization. It can also be concluded that the strong relationship of employee and employee
legislation affect the decision-making of HRM. So the HRM department of Tesco is responsible
for effective managing people in the organization.
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REFERENCES
Books and Journals
Glover, I. and Branine, M. eds., 2017. Ageism in work and employment. Routledge.
Guest, D., Panayotopoulou, L. and Chytiri, A. P., 2017. Human Resource Management and
Performance-The causal relationship revisited with a longitudinal study.
Konin, J., 2018. Management Strategies in Athletic Training, 5E. Human Kinetics.
McKeown, T., 2019. The role of HRM in generating Innovation & Creativity–helping or
hindering??. Journal of Management & Organization. 25(2). pp.173-174.
Moore, L. F. and Jennings, P. D. Eds., 2017. Human resource management on the Pacific Rim:
Institutions, practices, and attitudes. (Vol. 60) Walter de Gruyter GmbH & Co KG.
Moore, L. F. and Jennings, P. D. Eds., 2017. Human resource management on the Pacific Rim:
Institutions, practices, and attitudes. (Vol. 60). Walter de Gruyter GmbH & Co KG.
Rahmat, N., Buntat, Y. and Ayub, A. R., 2018. Employability Skills Based on Polytechnic
Graduate Job Role: Immediate Supervisor Perception. Asian Social Science. 14(11).
Silva, M. S. A. and da Silva Lima, C. G., 2017. The Role of Information Systems in Human
Resource Management. In Management of Information Systems. IntechOpen.
Stone, C. B., Neely, A. R. and Lengnick-Hall, M. L., 2018. Human Resource Management in the
Digital Age: Big Data, HR Analytics and Artificial Intelligence. In Management and
Technological Challenges in the Digital Age. (pp. 13-42). CRC Press
Online
Mayhew, R. 2019. Functions & Practices of Human Resource Management. [Online]. Available
Through: <https://smallbusiness.chron.com/functions-practices-human-resource-
management-59787.html>.
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