Importance of Human Resource Management Practices

The assignment discusses the significance of human resource management (HRM) practices in enhancing employee performance, motivating employees at work, and promoting personal and professional development. It highlights the role of HRM practices in maintaining employee relations, taking care of business by taking care of employees and customers, and addressing factors such as burnout, demands, resources, and consequences.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
P1. Purpose and functions of HRM applicable on workforce planning ................................4
P2. Strengths and weaknesses of different approaches to recruitment and selection.............5
M1...........................................................................................................................................6
M2...........................................................................................................................................7
TASK 2............................................................................................................................................7
P3 Benefits of different HRM practices within Tesco...........................................................7
P4 Effectiveness of different HRM practices in increasing the organisational profit............9
M3.........................................................................................................................................10
TASK 3..........................................................................................................................................10
P5 Importance of employee relations in respect to influencing HRM decision-making.....10
P6 Key elements of employment legislation and its impact on HRM decision-making......11
M4.........................................................................................................................................12
TASK 4..........................................................................................................................................12
P7 Application of HRM practices in Wood hill college.......................................................12
M5.........................................................................................................................................14
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is a process of managing employees of company in the
most effectual manner. This includes various activities regarding appraisal of performance of
workers, determination of remuneration, appointment of employees and maintaining the worker
relation in company (Bratton and Gold, 2012). It is the duty of HR department to coordinate all
activities for effective accomplishment of organisational objectives. Wood hill college is co-
educational, independent Christian school for learners from group 4 to 12. Tesco is
multinational company which provides the products related to general merchandise in UK. In the
present report, functions and purpose of HRM applicable on workforce planning of organisation
will be explained along with different approaches which are used by company for recruitment
and selection. Benefits of HRM practices for employer and employee as well as effectiveness of

HRM practices in raising organisational profit will be discussed as well. Further, the importance
of employee relation in decision making and key elements of legislation as well as their impact
on HRM decision making will be stated too.
TASK 1
P1. Purpose and functions of HRM applicable on workforce planning
There is huge importance of HRM practices in workforce planning. The main purpose of
HRM is to coordinate different activities of department for accomplishment of the
organisational objectives (Brewster and Hegewisch, A. eds., 2017). HRM needs to fulfil needs
of staff and maintain employee satisfaction this helps the company to motivate employees and
improve their performances. Cited college is needed to adopt all these practices to coordinate the
staff members of college. This helps in effective implementation of plans and to remove
unnecessary activities. The HRM department of college is required to perform lots of functions
which help in effective management of staff and students. This will help to maintain discipline in
college activities. Different functions of HRM which helps in workplace planning of college are
defined as below:
 Recruitment and selection: The main function of HRM is to maintain the sufficient
workforce in organisation for effective completion of activities. This will help them to
accomplish their goals within predetermined standard time. Cited college is also required
to recruit and select such staff members which have adequate qualification and skills to
manage the students and provide them better knowledge.
 Orientation: This is the most important step which is required to be implemented by HR
through orientation of new employees. This helps the new employees to adjust with new
conditions of the job and employer. This helps company to retain employees for longer
period. Orientation in college helps the staff members to get familiar with the
environment of college. This provides an opportunity to improve their skills and thought
process as well (Chelladurai and Kerwin, 2017).
 Maintain employee relation: It is the duty of HRM to maintain healthy employee
relation that helps to build coordination among the activities of employees. In college, it
is required to have strong relations between staff members and students. This motivates
the students to learn something new and gain knowledge about different topics. This will
also build a positive environment of innovation among the staff members and students.

 Training and development programmes: Cited college is required to conduct at regular
intervals the training and development programmes for the staff of college. This builds
the new skills and knowledge among them. It also helps in overall personality
development of staff and improves their managing skills as well (CHUANG and Liao,
2010).
P2. Strengths and weaknesses of different approaches to recruitment and selection
There are many approaches used by HRM for the recruitment and selection of members.
The approaches used by HRM includes internal, external, third party, interview, etc. All these
approaches helps help to recruit right person for the job. There are many things which are
considered by them while appointing person for the job from their qualification to their internal
skills. These approaches help in the identification of right person according to the specification
of job. All these approaches have their some strengths and weaknesses. At present, Cited college
is using external source for the recruitment of teachers. There are many approaches available to
them which are used by them for further recruitment of staff members. Strength and weaknesses
of these approaches are described as below:
Internal sourcing
It is the practice in which management advertise there vacated posts to the existing
members. This approach includes the process of filling vacancy by promoting their existing
members at that position. This approach helps to save time and cost as well as plays a major role
in the motivation of staff. college have this option to fill the vacancy in their college. There are
many strengths and weaknesses of this approach:
Strengths:
 It helps the management to save time and cost of college.
 It motivates the existing staff members of college and helps in improving their skills.
 This approach provides the more dedicated staff members to college (Dacin, Dacin and
Matear, 2010).
Weaknesses:
 This approach does not focus on fresh talent which have better skills.
 It does not provide the chance to new professors and teachers to show their skills and
knowledge.
External sources

This approach includes the selection of candidates from external sources of recruitment.
The external sources include job boards, newspaper, websites and trade publication. This helps
management to recruit the fresh talent and to improve overall performance of company. At
present, Cited college is also used external sources to recruit the teachers in college. They
advertise the vacancies on website and after that, consider their CVs. On the basis of their
qualification and experience, they recruit new staff members. There are some strengths and
weaknesses of this approach which are described as below:
Strengths:
 It appoints the fresh talent which better skills and knowledge which improves the
performance of students (Fulton and et. al., 2011).
 This method gives the chance to new teachers to show their skills.
 It helps in effective management of the activities of college
Weaknesses:
 This approach of recruitment of new teachers is time consuming and very costly.
 It affects performance of existing staff members as the new candidates are threat for
them.
It would be considered as a demotivating factor for existing teachers as new teachers get the
chance to appoint on higher places.
M1
There is huge role of HR manager of college in providing the talent and skills to their
staff members. There are various programmes are taken by them as per their needs which helps
in development of their personality. These programmes are define below:
 Training: This includes about providing training to all staff members to learn about new
concepts and develop the skills of manage the students in more appropriate manner.
 Conferences: This helps the college to provide knowledge to all the staff members
simultaneously. This helps in development of their personality and build their career in
college.
M2
There are many approaches are used by the management of college in recruitment of their
staff. All these measures which are used by college have their own strengths and weaknesses.

 Internal sources: This method have large number of strengths, as it helps in save the cost
of college in recruitment process by appointing the person which are recommend by
existing staff. The weakness of this approach is not helps in appointment of talented staff
members.
 External sources: The main strength of this method is it helps in recruitment of talent
people which have great skills. But main weakness of this approach is costly and time
consuming process.
D1
There are many strengths and weaknesses of recruitment and selection process which is
adopt by college which are mentioned below:
 Internal sources: There are many strengths and weaknesses of this method. Strength of
this method is it helps in saves the time and cost and motivates the staff members to
perform well. Weaknesses of this method is it not acquires fresh talent.
 External sources: Strengths of this method is acquire fresh talent which have more skills
to perform well. Weaknesses of this method is to demotivate the existing staff memebers
of college.
TASK 2
P3 Benefits of different HRM practices within Tesco
There are many HRM practices are used by the management of Tesco. These practices
have lots of benefits on employer and employee. This helps the company to increase the
performance of employee and active organisational targets effectively and efficiently. The main
practice which is used by Tesco is to provide training and development programs to employees.
This helps them to improve their skills and knowledge which have great impact on their
performance. This will helps Tesco to achieve their targets effectively (Guest, 2011).
(a) Difference between Training and development
Training Development

Training faces current challenges and provides
the information regarding new skills needs by
employees to overcome from this problem. It
has short term effect on employees.
Development has long term effect on the
performance of employee. This will develop
the new skills and gives an extrs edge to
employee from other persons.
Training is focuses on specific job position that
helps to achieve this specific goal. This helps
the employee to overcome the specific
problem.
Development focuses on the overall
personality development of person. This helps
the person to build successful professional
career.
In training, objectives are specific and well
defined. This helps employee top learn how the
new technology and process works.
In development, the objectives are much
broader and covers all type of knowledge and
skills. This helps the employee to change their
habits and develop new skills.
(b) Identification of training needs and different methods of training which are used by
Tesco
Tesco is the multinational company where large number of employees are working to
mange the activities. To improve the performance of the employee of company is required to
provide adequate training programs that which helps to develop new skills to handle the
activities in more appropriate manner (Halbesleben, 2010). Some of the situations when
company is feel to introduce training program are described below:
 When there is need to improve the productivity and efficiency of company there is need
to implement the appropriate training programs which helps in development of new
skills.
 When the different functions of company are not manageable then there is need to
provide training to develop the skills regarding management of operations of
departments.
 When there is need to motivate the employees and increase the innovation level of
employees there is need to implement different training programs (.Hobfoll, 2011.).
Identification of training needs

Training needs can be identified by seeing the performance and behaviour of employees
which are define below:
 To change the behaviour of employees and creation of supportive nature among them.
 Due to mismanagement in the different functions of company.
 To build good team and improve communication and coordination among them.
Different methods of training which are used by Tesco
 Technology based learning: It includes the use of technology in providing leaning to
employees. This methods includes following: basic PC based programmes, interactive
multimedia, interactive video and web based training programs.
 Simulators: It is the method in which the company produces the same situation among
the employees of company to provides the real experiences of the problems. This helps
the employee to tackle the situation in real manner in company.
 On the job training: This includes the process of providing the work from the very first
day. This helps the employee to understand the procedures which are used by company.
This gives the real experience to employees of company (Bratton and Gold, 2012).
Benefits of training to employees of Tesco
 Develop new skills and knowledge
 It motivates the employees in company to work harder
 It helps in personal and professional development of employee
 It builds the leadership qualities among employees of company
P4 Effectiveness of different HRM practices in increasing the organisational profit
There are many HRM practices are used by HRM in organisation. All these practices
have their own role in increasing the profitability of organisation. But Tesco uses the training and
development practice in organisation. This helps the company to develop new skills among the
employees. There are many things in training and development program which contribute in
increment of profits of company which are described below:
 Increased productivity: Training and development programmes have direct impact on
the efficiency and productivity of employees. This programmes helps in development of
new skills and provides solutions regarding problems faced by employees. Personality
development of individual also helps in increase the overall productivity of company.
This will increase the profitability of company ( Brewster and Hegewisch, A. eds., 2017).

 Less supervision: Due to training and development important skills are developed
among the employees and this will improves their performance. This build the confidence
of management upon the worker and this will reduces the supervision on the activities of
worker. This gives opportunity to management to concentrate upon other important
things . This increase the profitability of company.
 Reduction of errors and accidents: Most of the accidents and errors occurs during work
because of the lack of knowledge and skills. This will increase the operating cost of
company. Also company has to bears heavy losses. Training and development helps to
build appropriate skills which helps to handle dangerous machines. This reduces the
errors and operation cost of transactions. Overall contribution is that it increases the
productivity of company (Chelladurai and Kerwin, 2017).
 Talent pool: Training and development helps to build talent among the employees of
company. This will helps the company to maintain good employee relation. A good
employee relation and communication helps to remove confusions and organisation
targets more effectively which increases the profitability of company.
M3
There are many methods are used by the management of Tesco to improve the skills of
their employees which are define below:
 On the job training: This helps in development of the skills related to problem solving
which are faced in actual during performance of their work at workplace.
 Training:This helps in providing the knowledge and development of skills regarding
handling of technical machines and processes.
D2
Evaluation of the different HRM practices which are adopt by the HR manager of Tesco
are define below:
 Training: This helps in development of skills and personality of employee. Improves their
performance and their passion towards their work.
 Flexibility: This helps the company to build the confidence and gain the loyalty of
employees towards the management. This helps to increase their engagement in their
work.

TASK 3
P5 Importance of employee relations in respect to influencing HRM decision-making
There are many things in organisation which affects the decision-making of HRM.
Employee relation is one of the thing in organisation which is important to have for achievement
of organisational objectives. ITV needs to maintain good employee relation in company to make
the activities of company effective. This helps the company to make better coordination among
the employees.
Importance of having employee relation in ITV
 Improved decision making: There are many things on which decision making by single
person is not easy. Sometimes company needs to take collective decisions as team. Good
employee relation among the employees helps them to have good communication and
take decisions collectively. This will increase the effectiveness of decisions which are
take by teams and solves the many interrelated problems (CHUANG and Liao, 2010).
 Easy to perform work: If the work is divided among the employees then it is easy to
perform. Good employee relation helps the company to properly divide the work among
employees without any conflict. This relation also creates the supportive nature among
them which helps the other person in time of difficult. This will makes the work more
easier.
 To create healthy environment: If all the employees of ITV worked as family then it
builds the healthy environment in company. This encourages the employees of company
to work harder for the achievement of organisational goals. Employee relation helps the
employee to behave like one family and be supportive for each other.
 Increase motivational level: Employee relation among the employees of ITV helps to
motivate them in organisation to increase their personality and achieve organisational
targets. Supportive nature of employees motivates other employee of company and builds
leadership qualities among them.
Influence of employee relation on HRM decision making
 If there is good employee relation in company, they have to give less supervision on the
activities of employees this saves the time of management. They have the time give more
emphasis on important matters and have sufficient time for making decisions.

 Good employee relation among the employees affects the decision making of HRM
regarding benefits provided to the. This will give chance to employee to gain more
benefits from HRM and more bonus (Dacin, Dacin and Matear, 2010).
 Good employee relation have impact on HRM decisions that they provide higher
responsibility to them in organisation. This is happened because of the good coordination
and effectiveness of employee in their work.
P6 Key elements of employment legislation and its impact on HRM decision-making
There are many elements of employee legislation which are required to meet by the
management of company. This helps the company to improve the overall position. It is the duty
of management to fulfil all the criteria regarding employee legislation otherwise company has to
bear the consequences. If the company is not consider employee legislation they have to bear
legal penalties. The important key elements of employee legislation are described below:
 Equal employment opportunity: It ids the duty of HRM is to provide the equal
employment opportunity to individuals. The management of company is not biased with
anyone in recruiting the workforce of company. It is the duty of management to consider
the employees on the basis of their qualification and experience.
 Sexual harassment: It is the duty of HRM of company is to maintain the equality ion the
basis of gender. There is no discrimination among the employees on the basis of there
sex. Equal rights has to give to women workers of company (Fulton and et. al., 2011).
 Working time regulations: It is the duty of HRM is to fixed the working hours in
company. There is fixed duration for work in company. This helps to make discipline in
company and build punctualness among employees.
 Wages and remuneration: The HRM needs to fix the policy for determination of the
wages and remuneration of company. It is the duty of HRM is to calculate the
remuneration of employees on the basis of this criteria and there is no biasness with any
employee.
 Working conditions: It is the duty of HRM is to make same working conditions for all
employees. It is necessary for all employee is to follow all the conditions otherwise they
have to face the consequences.

 Welfare, safety, health: It is the duty of HRM is to provide the adequate safety to
employees of company. All the measures are required to take by company regarding
safety measures at workplace (Guest, 2011).
Impact of employee legislation on HRM decision making
 If the company is not providing the safety measures which is the part of employee
legislation then it effects the HRM decisions and they have to take appropriate measures
regarding introduction of safety measures. This makes the decisions of HRM more
conscious and attentive.
 If all the employee legislation are fulfilled by company then it makes decision making
power of HRM better. This gives them power to coordinate the employee of company in
more effective manner. This will improve the performance of employee and overall
productivity of company.
M4
There are many important points of employee relation and employment legislation which
affects the decision making power of HR manager of company which are define below:
 If there is good employee relation it helps in build confidence among managers and
provides time to concentrate on other important factors and increase their efficiency in
providing their functions.
 If all the employment legislation are not fulfilled by the company then it affects their
decision making power and they have to bear legal actions.
TASK 4
P7 Application of HRM practices in Wood hill college
(a) Job advertisement for professor
Job Advertisement
Wood hill college have 2 posts vacant for the post of professor
Requirement
 Need 2 years experience in teaching line
 Good communication skills
Date of Interview
Interview for the post of professor held on 25th November, 2017 at college premises

(b) Suitable platforms to place the advertisement
There are many platforms are used by Wood hill college to advertise the vacancy of professor in
their college. These platforms are described below:
 Newspaper: Wood hill college posts their add in newspaper regarding the post of
professor. The college gives this add in all local and national newspapers of country.
 Website: Wood hill college also provides the advertisement of the vacancy of professor
on the official website of the college. Here there is also mentioned the criteria for the
applicability of the individuals (Halbesleben, 2010).
 Pamphlets: Wood hill college also distributes the pamphlets in local area regarding the
vacancy in college for the post of professor.
 Magazines: This is another source which is used by the management of wood hill college
to advertise their posts in magazines. This helps to attract fresh talent and acquire good
staff members.
(c) Job description for the role of professor
Job Description
Job Details
Title of Job: Professor
Department: Teaching
Job Purpose
 To appoint experienced individual to develop skills and innovation
 To fill vacant position
Responsibilities
 To provide extensive skills and knowledge to students
 To create healthy environment and innovation among the students
M5
Use of technology helps the management of wood hill college to improve their
recruitment and selection process. This helps in acquire fresh talent which have good skills.

 Online sources: This helps in expand their reach and attract the large number of talent
peoples which are more competent to their job.
 Social networking: Large number of persons are use social networking. This helps the
management of college to appoint right person for the job.
CONCLUSION
It has been concluded from the above report that, human resource management is must
active the organisational targets effectively and efficiently. HRM practices helps to build the new
skills and knowledge among the employee of company (Hobfoll, 2011). This will contribute in
the improvement of the performance of employee. HRM practices helps to maintain employee
relation in company which motivates them at workplace. Overall we can say that it is must for
the personal and professional development of employee.

REFERENCES
Books and Journals:
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
CHUANG, C.H. and Liao, H.U.I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
psychology. 63(1). pp.153-196.
Dacin, P.A., Dacin, M.T. and Matear, M., 2010. Social entrepreneurship: Why we don't need a
new theory and how we move forward from here. The academy of management
perspectives. 24(3). pp.37-57.