Human Resource Management/ Recruitment process

Human Resource
Management
1

Introduction......................................................................................................................................3
P1 Purpose and functions of HRM..............................................................................................3
P2 strength and weakness of recruitment and selection..............................................................5
P3 Learning and development opportunities..............................................................................7
P4 Reward and benefits given by organization from both staff and firm’s perspective..............8
P5.................................................................................................................................................8
P6 Identify on key elements of UK employment legislation and how they impact HR decision
making.........................................................................................................................................9
P7 document for recruitment and selection...............................................................................10
.......................................................................................................................................................13
Conclusion.....................................................................................................................................13
References......................................................................................................................................14
2

Introduction
Human resource management can termed as a process of selecting, recruiting, training
workers. It aids firms within gaining competitive advantage. Report focuses on the Tesco that
assists firm in gaining the competitive advantage (Mahadevan. and Kilian-Yasin, 2017). Report
also highlight on Tesco which is known as the British Multinational groceries with headquarter
in England, United Kingdom. As it is one of the third largest retailer across the world. Present
Report also focuses several benefits of HRM practices in Entity. It also focuses on analysis
several effectiveness of such HR practices. It will also aids the importance of the HRM decision
making the whole process. Report also focuses on employee legislation as well as impact on
entity.
P1 Purpose and functions of HRM
To maximize the productivity through making the effective utilization is one of the purposes of
the Tesco. Several functions of HRM mention below.
Planning- It involves several activities such as analyzing planning requirements of job, hiring
needs as well as make resources available to the workers of Tesco. Purpose of planning in Tesco
is to make best utilization of the assets which is most valuable as well as also makes sure that
there can be no shortage of the employees in achieving the activities of the business.
Resourcing- It means Tesco engaged within attracting efficient employees that are best fitted in
firm as well as retain employees so that the goals are achieved more effectively. Here the
purpose of the HRM is to hire the most talented people to the Tesco in order to increase
productivity of the firm.
Training and development- It is provided to the employees so that the employees skills are
increased in Tesco. Here main purpose is to enhance the productivity associated with the job as
well as workers performance. Such as mentoring and coaching (Nezhad, International Business
Machines Corp, 2017).
Functions of HRM
Workforce planning includes planning, forecasting and analyzing associated to supply as well as
demands of the human resource. Several functions of planning workforce are given below
Recruitment and selection- It is consider as a process of screening, selecting qualified and
potential candidates relied on objective criteria for a specified job. In this Tesco needs to
3

engaged within selecting as well as hiring talented people within organization so that there is an
increase within operational efficiency and also leads to maximizes profitability.
Reward Management- Main goal of the reward management is to give rewards as well as
incentives to the staff members equally and fairly. It is crucial for Tesco to provides their staff
members monetary as well as non monetary benefits in order to motivates the employees. It aids
the firm in enhancing job performance and employees become more loyal towards firm. The
reward system can aids the firm to reduces their workers turnover.
Training and development- It is one of the most crucial functions of HRM as Tesco provides
training to both the new and old employees. By providing them training at right time aids the
firm to maximizes profit and also assist them to grow in future. Several types of training
provides by the Tesco such as technical and non technical training to the workers as per their
specifications. Training is crucial as it aids the workers to brush up their skills and becomes
better day by day which can be beneficial for both organization and their own.
Performance management- It is a vital process for the workforce related planning as this
process not only assist manager to communicate the vital information but at the same also aids
within evaluating the effective talent that aligned with firm’s goals as well as objectives. It also
helps Tesco in analyzing gaps in the performance of the staff members. Without this evaluation
HR managers unable to take proactive actions associated to the process such as training,
recruitment and development.
Employees relations- It can be maintained through giving several opportunities to the workers
of the Tesco in order to provides them growth opportunities. Also able to builds the competitive
advantages by planned versus talent management. Here open communication can be utilsed
through workers so that they can able to identify requirements and demands of the employees. It
can also aids them to analyzing problems that are faced through employees. It can also aids them
in evaluating problems that can be faced through employees. It can also improve employees
relations that provides increases employee engagement towards the organization (Bondarouk,
Parry. and Furtmueller, 2017).
P2 strength and weakness of recruitment and selection
There are various types of methods and ways of selection and recruitment. But it depends
on company that what type of method is selected by them. in each method there are some
4

strength and weakness. Thus, method is selected by analyzing them in effective way. They are
defined as below
Internal- it is a method in which hiring is done within firm. In this only limited number of
selection is done to fulfill vacant position. The time incurred is less and little expenses occurs.
There are many other methods as well.
Promotion- here, position are filled by promoting people from low to high position. The
designation and job role changes as well in it.
Strength
The manager is aware about skills and ability of each employee. So it is done easily
Less time is required in it and cost incurred is less
Weakness
The staff is given training in it
Satisfaction and morale of other staff decreases.
Transfer- in this people are transferred from one place to other but their position remain same.
There is no change in their job role and duties.
Strength
Vacant position are quickly filled
There is no training required to be given
No costs is incurred in it.
Weakness
There is restriction in hiring of new talent
It leads to dissatisfaction among other staff
Demotion- in this on basis of performance of employee they are been demoted from higher to
lower position.
Strength
Quick fulfillment of vacant position
weakness
Decrease in employee satisfaction
It leads to rise in employee turnover
5

External sources- they are those method in which candidates are hired from external sources. S,
it allows in entering of new talent within firm. It contains huge cost and more time to recruit
people from those sources. They are defined as
Ads- here ad is published in newspaper, TV, etc for particular job role. This leads to attracting
large people.
Strength
There is entry of new talent in it
It brings in creativity at workplace
Weakness
There is huge expenses incurred in hiring people.
It is time consuming process
Campus recruitment- in this business and companies directly hire from university and
colleges. This results in large recruitment of student from it.
Strength
Young talent are hired through it which brings in creativity
A positive culture is developed which leads to enhancing employee morale
Weakness
A lot of time is wasted in giving training to them
Employment exchange- the company hire candidate through a consultancy firm. The candidates
who have registered themselves are called for interview by firm.
Strength
No searching is to be done to recruit candidate from market and other sources
New talent is hired (Liu. and Meyer,2020).
Weakness
The consultancy charge specific fee for it
Candidate might refuse to join firm so it leads to waste of efforts
Casual callers- the method where candidate whose applications are vacant and those who have
applied earlier. So, a mail is send to them regarding job role.
Strength
No time is wasted in it as candidate bio data is already stored
Weakness
6

Candidate might not be available.
P3 Learning and development opportunities
The opportunities as development and learning provides both the firm as well as staff improve
their performance as well as also assists to assures the profitability. Thus, learning is defined out
at a regular process where individuals able to learn from experience as well as apply new ideas
for improvement. It also implied in the organisation effective as it assists to develop skills of the
employees. Thus, below outlined below within context manner.
For employees
Improved performance of employees- Learning as well as developments are the one that
creates opportunity for staff members that helps to undertaking the evaluation of the current
performance of the people. By the help of it, staff members of Tesco can perform very well
within a more efficient manner. Developing proficiency of staff members to carry out improved
and better performance.
Addressing weakness- It also assists to recognises the weakness where they are lack with help
of undertaking the analysis of current situation and own performance. Therefore, self analysis
also be done alongside help of the employees during the training as well as development.
Consistency- If the workers to the organisation within continual manner as leads to maintain the
quality of the organisation. Therefore consistent use or training as well as development
opportunities also leads to analysis the barriers that can easily hamper the working environment
of the staff members.
For organisation
Increment in productivity – It is a process as it aids the firm to undertake each organization
working within more right direction. Therefore, staff members of the Tesco becomes more
proficient that leads to increases productivity of the firm.
Improvement within sales- Sales of the firm can be increased if the staff members to the
organization find out the measures that assists to meet out the requirements of costumers.
Therefore the better goods leads to increase the sales of the working firms.
Reduction within workers turnover- If the firms offers the training as well as learning
platform to the staff members then they can feels more valued as because of its contributes
maximum amount in the firm. Because, the rate of employee retention get increased as well as
leads to the develop of positive images of the Tesco (Boxall, Guthrie. and Paauwe, 2016)
7

.
P4 Reward and benefits given by organization from both staff and firm’s perspective
Employers of the Tesco always focuses to increase staff members retention rate through
encouraging and motivating them. Thus workers are termed to the firm begins to identified if the
productivity and performance level of firm get increased. However the effectiveness of rewards
as well as benefits to both employees and firm are termed as
Flexible working conditions- If the flexible working conditions provides to the employees then
rate of the absenteeism can be decreased as well as capable to perform the work within more
comfortable environment. Through promoting flexible working condition the Tesco can able to
increase the working condition to increase the brand image of the firm (Bondarouk, Harms. and
Lepak, 2017).
Employee performance management and monitoring- Here the HRM of the firm takes the
initiatives to promotes the innovation for creates effective and better facilities to the staff
members. It increases the productivity of the firm. Through undertaking the analysis the firm
capable to perform several operational business functions more efficiently and effectively.
Sharing and collaboration- The reward and benefits aids to enhance the employee performance
to the enterprise .Therefore, the employees starts to perform in collaborate manner by sharing the
ideas. This leads to create the innovative advancement.
P5
Employee relations assist to manage the relationship between employees and employers. An
organization with effective relationship programme provides the regular and fair treatment to all
the staff members as well as brings loyalty to the firm. Therefore leaders plays a vital role within
terms of maintaining the efficient and effective employers as well as employees relationship the
fair as well as consistent treatment to all employees and also brings the loyalty to the
organization. Thus, the significance to the effective employees are mention below
Supportive working conditions- The performance level of each and every staff member tends
to increase if they enables to work within more supportive conditions. Thus the healthy
environment is known as the ideal that assists to bring out the improved version of the
productivity. Therefore leaders to the Tesco require to take the initiative that assists to promote
the measures that aids employees and employer relationship (Kim. and Bae, 2017).
.
8

Effective communication- The better relations with employees and employers tends to have the
effective communication as well as this management carry out better practices of firm. Good
staff member relations aids to have the better flow of the communication and thus outcomes
within increasing productivity and profitability to the firm.
Competitive pay as well as benefits- The effective and better relationship alongside firms to
carry out firm’s performance within organization. Therefore authorities to the firm require not to
make any type any type of the discrimination on behalf of pay as well as benefits. It also leads to
build the better employee and employer relationship (Millima. and Clair, 2017).
P6 Identify on key elements of UK employment legislation and how they impact HR decision
making
Employee legislation in Tesco also leads to cover the right of the staff members as well as also
regulates relationship with other staff members. It assists them to establish working conditions
that enables to protect employees from harassment. Mention below are the key elements of
employment legislation (Tzabbar, Tzafrir. and Baruch, 2017).
Equal pay act 2010= According to this act it highlights to assure that there must be fair
working conditions to the workers in order to promote equal welfare opportunities. It also states
that if both men and women applied for the same job then they must paid equally. There should
be no discrimination on the behalf on wages or salary for the equal amount of work.
Sex discrimination act 1975- As per this act any discrimination that can be done on the basis of
marital status or sex as consider as illegal. According to this act , they must be put their focus
majorly on the components such as education, training and many more.
The disability discrimination act 1995- This act provides the right to people to undergo
products and services, accommodation, education and employment. According to this act it can
defines the duty that enables to make employers more accountable as well as also aids them so
that the perform their performance in more better form.
The employment rights act 1996- This act focuses on the legislation as an essence as well as
this assists to creates the more effective framework for modern labourers who worked within
United Kingdom. According to this act there must be terms to protect the staff members to
compliance with right of the employment in order to promote the better working conditions
within the organisation (Budhwar. and Mellahi, 2018).
9

P7 document for recruitment and selection
There is a particular process followed in selecting of candidates. This is done to ensure that right
people is selected for job role defined. But there are some documents which is required by HR in
doing so. They are as follows
Job specification
Job opportunity
Abc requires an experienced marketing manager for in London. So, job specification is as follow
Job title- marketing manager
Qualification-
Master degree in business management from a reputed university with more than 60%
Experience – minimum 5 years experience as manager in MNC.
Age- between 28- 35 years
Physical attribute
To conduct meeting and communicate goals amd motivate member
To convert leads into customer
Set realistic target and attain it
Manage team of 10-20 people
Special attributes
Must be fluent in English
Should also speak French
Job profile-
Manage entire marketing department
Do effective marketing
Achieve marketing goals
Provide support to employees
Develop effective marketing strategies
10

Reporting to- General manager
Candidate should e mail their resume to HR.
CV
Name- William jones
E mail id- [e-mail]
Mobile no. ⁿ00000000
Qualification
Qualification University Year
2010
Grade
Bachelor of
management studies
UK 7.5%
Master of business
administration
UK 2014 8.8%
Key strength
. Workaholic, sincere and diligent
Ability to work in a team, Creative thinking skills
Deterministic, Enthusiastic and Good communication skills.
Fluent in English speaking and listening
Extra curricular activity
Won first price in district football tournament
Won third price in state badminton
11

Personal detail
Name- Williams jones
Father name – Alexander jones
DOB- 12/3/1988
Nationality –British
Notes for interview
In a interview there is need to ask some question to analyse candidate skills and abilities.
Why you think you are asset to our organisation?
What is your previous experience regarding any job? What you learned from it?
What other roles have you performed previously and how it helped in your growth and
development?
Job offer letter
There is a job offer which is given to candidate. It state that candidate has also approved the
letter by signing it.
Date-5/6/2021
Dear XYZ…
HiI am pleased to to inform that you are been selected for the job role of marketing manager in
our company. The date of joining will be5/6/2020. The reporting time is 10.00 a.m. I also
require some documents which is needed for further processing.
You are required to get a medical certificate on your joining date.
If you agree to accept this offer then sign below and return a copy to HR. we look forward for a
positive reply from you.
12

Yours sincerely Candidate signature
HR manager
Abc
.
Conclusion
From the above it had been concluded that functions of the HRM such as Planning,
Recruitment and selection, Reward Management, Training and development, Performance
management, Employees relations. Report focused on internal sources of recruitment and
selection is that manager is aware about skills and ability of each employee, Satisfaction and
morale of other staff decreases, External sources as there is entry of new talent in it and also time
consuming process. Report also highlights on the Learning and development opportunities
Improved performance of employees, Addressing weakness, Consistency where Consistent use
or training as well as development also leads to analysis the barriers and hamper the working
environment. For organisation there is Increment in productivity, Improvement within sales-
assists to meet out the requirements of costumers. It also focused on Reward and benefits given
by organization such as Flexible working conditions, Employee performance management and
monitoring, Sharing and collaboration, Effective communication and Competitive pay as well as
benefits and UK employment legislation such as Equal pay act 2010 as well as Sex
discrimination act 1975.
13

References
Books and Journa
Bondarouk, T., Harms, R. and Lepak, D., 2017. Does e-HRM lead to better HRM service?. The
International Journal of Human Resource Management, 28(9), pp.1332-1362.
Bondarouk, T., Parry, E. and Furtmueller, E., 2017. Electronic HRM: four decades of research
on adoption and consequences. The International Journal of Human Resource
Management, 28(1), pp.98-131.
Boxall, P., Guthrie, J.P. and Paauwe, J., 2016. Editorial introduction: Progressing our
understanding of the mediating variables linking HRM, employee well‐being and
organisational performance. Human Resource Management Journal, 26(2), pp.103-111.
Budhwar, P. and Mellahi, K., 2018. HRM in the Middle East. In Handbook of Research on
Comparative Human Resource Management. Edward Elgar Publishing.
Kim, D.O. and Bae, J., 2017. Employment relations and HRM in South Korea. Taylor & Francis.
Liu, Y. and Meyer, K.E., 2020. Boundary spanners, HRM practices, and reverse knowledge
transfer: The case of Chinese cross-border acquisitions. Journal of World Business, 55(2),
p.100958.
Mahadevan, J. and Kilian-Yasin, K., 2017. Dominant discourse, orientalism and the need for
reflexive HRM: Skilled Muslim migrants in the German context. The International
Journal of Human Resource Management, 28(8), pp.1140-1162.
Milliman, J. and Clair, J., 2017. Best environmental HRM practices in the US. In Greening
People (pp. 49-73). Routledge.
Nezhad, H.R.M., International Business Machines Corp, 2017. Adaptive, personalized action-
aware communication and conversation prioritization. U.S. Patent Application
14/995,091.
Tzabbar, D., Tzafrir, S. and Baruch, Y., 2017. A bridge over troubled water: Replication,
integration and extension of the relationship between HRM practices and organizational
performance using moderating meta-analysis. Human Resource Management
Review, 27(1), pp.134-148.
14