Importance of Employee Relations in HRM Decision Making

This article discusses the importance of employee relations in HRM decision making and its impact on organizational outcomes. It explores the key elements of employment legislation and their effects on human resource management. The article also highlights the benefits of different HRM practices for both employers and employees.

Human Resource
Management/
Recruitment process

Table of Contents
INTRODUCTION ...............................................................................................................................3
TASK 1 ................................................................................................................................................3
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation. ............................................................................................................3
P2 Discuss the strengths and weaknesses of diverse approaches to recruitment and selection.......4
TASK 2.................................................................................................................................................5
P3. Briefly determine the benefits of different HRM practices within a company for both
employer and employee...................................................................................................................5
P4 Examine the effectiveness of different HRM practices within an organisation for both
employer and employee. .................................................................................................................7
TASK 3.................................................................................................................................................8
P5 The importance of employee relations which influences HRM decision making......................8
P6 identify the key elements of the employment legislation and various impact it has upon
human resource management decision making...............................................................................8
TASK 4.................................................................................................................................................9
P7 Application of HRM practices....................................................................................................9
CONCLUSION...................................................................................................................................11
REFERENCES...................................................................................................................................12
Books & Journal:...........................................................................................................................12

INTRODUCTION
In an organisation, business play ample number of functions & operations. Human resource
management is defined as process of hiring, recruiting, selecting & training of individuals and
implementing effective strategies to retain them for work related context (Chelladurai, 2018). Tesco,
a multinational corporation headquartered in UK. Firm deals in groceries products, merchandise,
retailers, etc. Main aim of this report is to understand the HRM concept in professional life. This
report comprises of purpose & functions of HRM, strength & weakness of approaches related to
recruitment and selection, benefits of HRM practices, effectiveness of HRM practices, importance
of employee relation, elements of employment legislation and application of HRM Practices.
TASK 1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing
an organisation.
In enterprise, HRM play crucial role in managing and maintaining all the policies as well as
procedures of management. At workplace, it is necessary to have well organised human resource
management so that all goals & objectives are achieved in proper manner. In relevance with Tesco,
they have a HR department who have multi-tasking roles & responsibility which is able to perform
& manage workforce within the business in most efficient manner. It is wider and broader concept
which is required to be carried out in proper way.
Functions:
Recruitment- It is a process of hiring, identifying, searching of new or talented candidates
who are best fit for the job role in company. It is a cost expensive function but is essential for every
organisation adopt. In context with chosen firm, they focus on this function as it help them to have
talented manpower in management so that their objectives are achieved. Moreover, they use many
tools and software for recruitment like ATS which is also known as Application Tracking System
which is being used for searching or tracking of applicants (Bratton, 2017).
Selection- Then in this function of selection, it is method of selecting of most deserving
candidates who have the ability to meet up with job demands requirements (Islam, 2018). It is also
considered as negative process because elimination is being done from number of applicants. In
reference with selected entity, when selection process is carried out candidates are selected on the
basis of many criteria such as job specifications, academic qualifications, inner capabilities etc. It is
time consuming process but is carried out in effective way.

Purpose
Business environment
In entity, HRM is the integral part of management as they help in development of all
policies related to work area. Main purpose of human resource management is to establish positive
environment so that employees are able to work in in positive manner. In relevance with selected
firm, crate business environment by mutual coordination & understanding.
Growth and development
Another main purpose of HRM is to implement strategies through which it is possible to
increase business efficiency level & enhance productivity. By carrying out proper decision making
process, it is easy to achieve growth as well as development at persistent level. It is duty of HR
manager to make ensure that correct form of tactics are adopted for achieving growth (Miyake,
2017).
The above stated paragraph shows that both purpose and functions are necessary to be
focused by every entity so that everything is done in correct way.
P2 Discuss the strengths and weaknesses of diverse approaches to recruitment and selection.
Recruitment & selection both are crucial to be adopted organisation so that decision making
is done in proper manner. Both have different types of approaches which are adopted depending
upon firm requirements. In context with chosen entity, they select approaches with proper
consideration.
Recruitment -
It is process of selecting & identifying of deserving candidates for vacant job role. With help
of this process, it is easy to search for applicant to fill up the job vacancies in firm. It has many
approaches which are discussed below -
Approaches of recruitment-
Social media applications- This is most effectively approach which is used by & increased
its usage with changing period of time. With this use of technology, social media has increased
their importance in society, Through use of social media applications, Tesco is able to examine
detailed information about the candidates (Herschberg, 2018).
Strength- Main strength of social media application is that it help in analysing insight of
candidates profile which help in recruiting process.
Weakness- It cost expensive approach & also a bit time consuming to access credentials of
candidates.
Selection -
It is process of selecting most deserving candidate for job from large pool applicants. In

this, it is duty of manager to make ensure that correct candidates are selected so that productivity of
business increases at higher level. In relevance with given firm, they select candidates on the basis
of their knowledge as well as skills level. The manager of firm make assure that person who is
being selected have capability to deal with all work related concepts with proper manner. Therefore,
selection also have several approaches which mentioned below-
Approaches of selection
Aptitude & profiling test- In is an approach which is being carried out after recruitment. In
aptitude test, knowledge of candidate is being checked as well as inner capabilities/ skills. Whereas
in profiling test, selection is made on the basis of individual personality. Both assist in selection of
deserving candidates. Through using of these approaches, it is easy to choose right candidate for
the job.
Strength- In this, strength of approach is that it able to identify the knowledge of applicant
which is necessary for job. As it help in improvement of examining of deserving candidate for
vacant position in company (Waltman, 2019).
Weakness- This approach is sometimes done on bias of manager or firm. Also, not every
person is able to clear both test even if that candidate have capability to perform the job.
TASK 2
P3. Briefly determine the benefits of different HRM practices within a company for both employer
and employee
HRM practices are essential to be analyse because they help in development of business,
profit etc. With proper use of these practices it is easy to accomplish goals within a period of time.
There are various types of practices which are mentioned below-
Reward management-
This is most beneficial practices which is required to be adopted by companies. In this,
reward is being given to employees at workplace. With help of this policy, it is possible to retain
employee for longer period of time. In relevance with chosen firm, they use this practice which help
business to increase their level of productivity (Sanusi Umar, 2019).
Benefits to employee-
With adoption of this practice, employee get motivated towards their work, morale
increases & which also leads to development in their skills. Reward management is beneficial for
personnel as this assist them in to do the work within given time period.
Benefits to employers-

This is also beneficial or firms because through rewards management, subordinates are able
to work with their own willingness. Moreover, through this practice they are able to encourage
personnel in most proper way. It leads to increase of productivity as well as work efficiency at
higher scale.
Flexible working-
Another practice which is adopted is to provide a flexible working option to workforce so
that they are able to work in most efficient way. Flexibility allows both employers & employees to
work according to their own without any pressure. In context with selected firm, they provide
flexible work environment to their personnel so that all goals are accomplished appropriately.
(Banda, 2018).
Benefits to employer-
Main advantage of this practice is that it help in increasing morale of employers at higher
level. Also, with this flexible working they are able to work & provide better results. Through this,
they are able to complete the given task on given deadline & manages personnel in correct manner.
Benefits to personnel-
This is beneficial for personnel as it assist in development of their working pace,
understanding of other point of view, etc. Thus, it is assist personnel to be aware about their
working proficiency at work place.
P4 Examine the effectiveness of different HRM practices within an organisation for both employer
and employee.
In firm, there are different types of HRM practices which are related with both employer as
well as employee. In perspective of human resource management, they perform number of
responsibilities which assist firm for smooth functioning of business. In relation Tesco, they use
such practices into management which assist in increase of productivity. It have ample number of
practices which are discussed below-
HRM practices for employees
 Promoting optimistic behaviour- This refers to practice which is used for improving &
developing positive behaviour of every individual as it have a favourable impact on
subordinates performance. Through carrying out this, it is easy to create a positive work
environment at workplace. The manager of Tesco is needed to adopt this so that effective
way of communication is developed (Norton, 2018).

 Increasing & focusing on growth of employees- Further one is to focus on growth
development of personnel by providing them appropriate training session so that staff
members in entity are able to improve their abilities, skills etc. By doing this, entity is able
to retain subordinate for longer period of time. Therefore, selected company adopt this
practice & which assist them to increase their working level.
HRM practices for employers-
Building a flexible workplace- In terms of employers, there practice is to establish a
flexible work environment so that subordinates are able to make decisions regarding their work in
correct way. By focusing on this, quality of work get increased which assist in development of
positive relationship with others.
Motivating workers- Then another one is to encourage subordinates at workplace as it help
in motivating personnel regarding their work, roles & responsibility. With this, it is possible to
achieve common desired goals in less period of time (Ahmed, 2019).
From given paragraph, it is seen that practices related to both employers as well as
employees are beneficial for development of organisation. Thus, it is duty of manager to make
assure that these are applied in such a way that objectives are achieved in appropriate way. Also, it
is necessary to apply them in management with proper consideration so that processes & procedures
are carried out in most appropriate manner.
TASK 3
P5 The importance of employee relations which influences HRM decision making
Employee relation is a process of managing employees in effective manner to achieve
organisational objectives & goals. Human resource play crucial role in this process as because they
are responsible for managing everything in firm or at workplace. With help of employee relations, it
is possible to establish a mutual understanding amongst the people. So, importance of ER & how it
affects decision making is discussed below-
Outcomes-
In operation management of enterprise, there are many issues which are faced by
subordinates. This have deep impact on decision making of HRM as because it assist in analysing
negative or positive outcome & suggestions as well as recommendations related to them which are
needed by employees are examined. Thus, employee relation does affects HRM decision making.
(Najeeb, 2019).
Productivity-

In this, measurement of productivity is taken by various departments of firm related to
machines, subordinates, work etc. It is not possible for an individual measure productivity alone.
So, it is crucial for them to make decisions regarding the these measurement as it increases the
competitiveness of business.
Therefore, ER have larger impact on decision making through which it is important to be
use them properly. By focusing on employee relation, it is easy to solve problems and challenges
which arises during the process.
P6 identify the key elements of the employment legislation and various impact it has upon human
resource management decision making
In an enterprise, it is important to carry out the work under legal frameworks, rules &
regulations, business ethics and law is maintained. Employment legislation is defined as process in
which all the rights related to employees and work are stated. With help of these laws, it is easy for
both personnel & firm to be aware about their rights which they can use at right time. So, there are
various types of employment legislations which are stated below-
Employment and labour laws:
This law specifies rights related to employees who work in organisation. Under this act,
workers have minimum wage which are they required to receive by employer, holidays and many
more. With going through this act, Tesco is able to provide equal rights to their subordinates in firm
which helps them in removal of conflicts between both the parties (Rosnizam, 2020) .
Equality laws:
This law states that subordinates have equal rights to be treated as equally within the
workplace. According to this, every individual working in firm have equal right to access
opportunity, take part in decision making & many more. In relevance with entity, they provide equal
chances of opportunities to both male & female. By focusing on this, they are able to enhance
company's goodwill.
Discrimination act-
This law specifies act against the discrimination done to individual at workplace because of
age, characteristics etc. Under this, it states that everything is to be done in equal manner whoever
the individual is. Tesco, treat every one equal & make assure that no individual is discriminated.
(Chelladurai, 2018). They properly follow discrimination act which increases their firm image in
market.
Working time directive 1998
Under this legislation/ act, it states that employee have right to work in limited working

hours specified by entity & if any individual work over time then they have the right to get paid for
their working in extra working hours. In context with chosen company, they workers do the
overtime & are paid for their extra work.
Data protection 1998:
According this law, it says that data which is used & kept store in organisation related to
subordinates, firm, management is needed to be protected from third parties. It specifies that data
protection is crucial as it help in regulating safety of work. In reference with selected enterprise,
their IT department is well skilled & is equipped with advanced technology, software through which
they are able to protect their important information as well as data in most secured manner.
(Bratton, 2017).
Thus, explained paragraph shows that legislation & governmental laws are required to be
followed by every entity so that everything is being done with appropriate considerations. It is duty
of manager to assure that management carry out their work under focusing on these legislations.
TASK 4
P7 Application of HRM practices
JOB SPECIFICATIONS: It is considered as important tool which is used by company to
collect work related material. This system gives better outcomes in accordance with recording
information incorporating expected set of responsibilities alongside work determination. In respects
with Tesco, this is adopted by HR administrator so as to analyse what precisely they need and what
they should be conveyed.
Job Specification
Organisation: Tesco
Job Designation: Digital marketing manager
Job purpose: With dynamic retail industry, digital marketing manager will be responsible to
enhance website traffic & maintain advertising and promotion methods.
Roles and responsibilities:
 Should be able to provide relevant strategies to business.
 Person need to be active in market to take correct decisions.
 Have to be dynamic to compete with rivals.
Required skills and experiences:
 MBA and digital marketing certification from known college/ university.
 Masters or knowledge in PPC, Google Adwords, Google Analytics.

 Need to be able to use new technologies or software
 Have done internship in IT company
JOB OFFER LETTER: It included large number of fundamental subtleties of job &
enteprise in which a competitor thinks about when they tolerating an extended employment
opportunity (Islam, 2018). Alongside this it incorporates timing and pay move, jobs and duties and
best employment profile. A portion of the basic perspectives are referenced below-
Offer Letter
Organisation Name Tesco
Job position Digital Marketing Manager
Location UK
Reporting person HOD of industry
Roles & Responsibilities  Creator of promoting techniques, arrangements
and exploration according to drift investigation.
 Recognize entire interest of shoppers alongside
ought to have legitimate abilities of dynamic for
acquisition of better administrations and items.
 Should have knowledge of all the marketing
concepts and techniques.
Working Duration 9.30 am to 5:00 pm
Accommodations for employees Sound condition of work with positive culture that
expansion their working execution in firm so
representatives can accomplish its focused on objectives.
After analysing the above matter, it is seen that application of HR practices are essential to
be focused so that decision making is done properly. In explained paragraph, discussions have been
made about job offer letter, job specifications (Herschberg, 2018).

CONCLUSION
After a brief analysis of above report, it has been concluded that human resource
management is wider concept. This report gives a brief knowledge about examining of human
source & how to carried out with successfully procedures. Discussions have been made about
approaches, purpose & function of HRM, effectiveness. Then, employment legislation, practices &
importance of employee relations have been explained. Therefore, it is essential to be aware about
these concepts so that everything is done properly.

REFERENCES
Books & Journal:
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Bratton, 2017.Human resource management: theory and practice. Palgrave.
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International University).
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Miyake, 2017. Community midwifery initiatives in fragile and conflict-affected countries: a scoping
review of approaches from recruitment to retention.Health policy and planning,32(1),
pp.21-33.
Waltman, 2019. Approaches to Recruitment of Postmenopausal Women for a Community-Based
Study.Nursing research,68(4), pp.307-316.
Sanusi Umar, 2019. Innovative surgical approaches and selection criteria of large acne keloidalis
nuchae lesions.Plastic and Reconstructive Surgery Global Open,7(5).
Banda, 2018. Comparative assessment of miniaturized screening approaches for selection of
polymers for amorphous drug stabilization.Journal of pharmaceutical sciences,107(3),
pp.897-908.
Norton, 2018. Submission to the Education and Employment Legislation Committee on the Higher
Education Support Legislation Amendment (Student Loan Sustainability) Bill 2018.Grattan
Institute.
Najeeb, 2019. Conformance or evasion: Employment legislation and employment practices in self-
contained tourist resorts.
Ahmed, 2019. An Empirical Study on HRM Practices for Organizational Performance in
Bangladesh Banking Industry. 17(3), pp.49-76.
Rosnizam, 2020. Market Opportunities and Challenges: A Case Study of Tesco. Journal of the
community development in Asia,3(2), pp.18-27.