Functions and Purpose of HRM in Workforce Planning

This report explores the functions and purpose of HRM in workforce planning. It discusses the strengths and weaknesses of different recruitment approaches and the benefits of HR practices for employees and employers. It also evaluates the impact of HR practices on organizational productivity and profits. Additionally, it examines the influence of employee relations on HRM decision-making and explores key elements of employment legislations and their impact on HRM decision-making.

Human Resource Management/
Recruitment process

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Functions and purpose of HRM related with workforce planning........................................1
P2 Strength and weaknesses of different approaches related with recruitment and selection....2
TASK 2............................................................................................................................................4
P3 Benefits of HR practice for employee's and employer..........................................................4
P4 Evaluation of the organisation HR practices in context of organisation productivity and
profits..........................................................................................................................................5
TASK 3............................................................................................................................................6
P5 Employee's relations and it influence on HRM decision-making..........................................6
P6 Key elements of employment legislations and its impact on HRM decision making...........6
TASK 4............................................................................................................................................8
P7 HRM practices related with work along with organisation examples...................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is defined as a department which handle all aspects related
with workforce and employee's of an organisation. Job analysis, recruitment, human resource
planning etc. are some of the major functions that is performed by human resource department.
The main function of human resource department is to hire right number of personnel for
improving organisational productivity. HRM consists of motivation, training and rewarding the
human resources to perform all activities with effective human practices. This report is written
from perspective of two business that are Tesco and Microsoft. Tesco is operating their functions
at retail sector (Eger, Mičík and Řehoř, 2018). Similarly, Microsoft is defined as one of the
largest software organisation which offer wide range of services related with computer
programmes. Moreover, this report highlights on functions and purpose of HRM and also on
different approaches related with recruitment process. Employee's legislation implemented by
UK and it's impact on HRM decision-making will also focused in this report.
TASK 1
P1 Functions and purpose of HRM related with workforce planning
Human resource department is one of the most important element of an organisation
which leads management to recruit and select potential applicant or candidate for the vacant
position at workplace. Some functions along with the purpose of Tesco personnel department are
mention as follow:
Purpose of HRM
 Individual as a resource- HRM or personnel manager of TESCO focused towards the
internal sources of organisation that leads management to accomplish competitive-edge
in market. This also refers people are most important asset for organisation so HRM
department is proactive because it helps to improve organisation performance through
generating better collaboration among all workforce (Dery, Tansley and Hafermalz,
2014). Along with HR professional emphasize also emphasize on adopting approach
which helps to manage work with systematic approach. In the context of work-force
planning the purpose of individual as a resource helps to complete all task in an organised
manner.
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 Managing Organisation level- Organisation which are performing their work at global
level are in the charge of managing organisational leadership as well as culture. So HR
ensure all employment laws are complied among all departments of functions. The
purpose of HR is to understand that all departments related with safety, security and
health is implemented for managing work as per the priority level of business.
Functions of HRM
 Planning process- The planning process is defined as a step that is initially implemented
among all functions and operations of organisation. In the context of Tesco the main
functions of HRM is to define and decided all steps related with recruitment process as it
leads to recruit and select capable candidates (Cooke, Saini and Wang, 2014). It also help
workers to understand the process of selection and overall progress which is used to
improve employee's productivity.
 Training and development- All functions that are performed by Tesco is completed
through engaging individuals among organisational operations. So training and
development is the main function of organisation because it helps Tesco to trained
worker for managing task according to the decided process. Moreover, it is beneficial for
workforce planning because training improve both company performance as well as
individual performance.
P2 Strength and weaknesses of different approaches related with recruitment and selection
Employee's and recruitment process both are related with each other so it helps the
management for completing their work as per decided strategy and policy. Recruitment mean to
invite the qualified personnel by issuing notification about vacant position on social media and
newspapers. Apart from this, selection is defined as a process for recruiting right candidates for
the right job. Internal and external source of recruitment along with their strength and
weaknesses are mention as follow:
Internal source
To recruit individuals or persons from the internal departments specifically with engaging
existing workforce is defined as a method of internal source (Chukwuka, 2015). There are
various internal source such as recruitment, transfer and promotion etc. are defined as a method
that leads to select candidates from existing work-force.
Strength
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 The loyalty aspect of internal work-force is improved when there skills and capabilities
are appreciated and promoted.
 Internal recruitment also helps to manage cost of organisation.
Weakness
 This reduce the scope for identifying the skilled work-force due to limited number of
applicants.
 Morale of work-force is reduced when they are not promoted according to their skill.
External source
Almost each organisation including Tesco utilise the external source of recruitment as it
support management to hire and recruit potential candidate from large number of applicants
(Alam and Raut-Roy, 2019). Advertisement is an important element for recruiting employee's
from external source of recruitment.
Strength
 External source is used to generate new ideas which helps to obtain competitive position
in market.
 Needs and wants of required skills individuals is easily fulfilled with the help of external
recruitment method.
Weakness
 Cost and time are the major weak point related with external source of recruitment.
 Probability of dispute between new and existing force is high.
Selection
The term selection process refers to process of selecting right candidate at right time. It
also refers that there are various selection methods is used by TESCO to hire candidate. Some
methods which is involved by personnel manager for selecting right candidates.
Assessment Test
Tesco utilise the test assessment method to check the English and reasoning which leads
individuals to measure mental abilities of an candidate (Haddock-Millar and Rigby, 2015).
Strength
 Probability of biased results among written test is too low.
 It is used to check mental and written capability of individual.
Weakness
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 Skills are complex to judge on the basis of test.
 Time to take test is complex to manage.
Interview
Tesco prefer unstructured and informal interview to short list effective candidates from
assessment test (Kramar, 2014). Moreover, interview helps to interact with individuals for a short
time period.
Strength
 Informal chats is easy to analyse the behaviour of candidates that helps to understand
whether individual is suitable for work-place or not.
Weakness
 The procedure to conduct interview is unspecific and unstructured.
 Interviewer may be biased towards conducting interview.
TASK 2
P3 Benefits of HR practice for employee's and employer
The term HR practice include to decide work methods of employee's in order to perform
all task according to the organisational goals. This also leads employee's to obtain rewards by
performing their work with more efficiency through implementing right practices among
organisation goals. Some different HR practices which is beneficial for employee's and employer
are mention as follow:
 Providing job security- First HR practice which is effective for the employee's and
employer is the job security. Both parties work with each other to manage task according
to stable factor that is the contract of money. This refers individuals perform work to earn
sufficient amount of money by completing work with job aspects (Lepistö and Ihantola,
2018). So HR perform an important role to motivate work-force through offering them
job security aspects. Employee's get benefit with practice of provide security as their job
is secured and on other side, employer get benefit as the turnover of individuals is
reduced that help Tesco to retain skilled employee's among organisation.
 Selective hiring- Another important practice which is effective for business relates with
selective hiring and it enable the organisation to select individuals who add more value
among TESO products. Employee's get benefit with selective hiring aspect through
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standing themselves different from the large pool of candidates. On the other side,
employer are benefited because selective hiring help to formulate competitive advantage
by completing all task in an appropriate manner.
 Fair and performance based compensation- Monetary rewards and contingent
compensation is one of the most effective human resource practice that helps to complete
all work in an organised manner (Longoni, Luzzini and Guerci, 2018). This section
refers by hiring right individual employers of Tesco are more benefited because potential
candidate are more capable to manage organisational work with minimum utilisation of
resources. Similarly, employee's are also benefited because fair compensation motivate
individuals to put more efforts for completion of company task in an appropriate manner.
P4 Evaluation of the organisation HR practices in context of organisation productivity and
profits
Productivity refers to manage and complete work with minimum resources with motive
of generating high value from organisation operations. It is also used to complete all task in an
effective manner as it leads to analyse the value between employee's input and output. The term
training is an important function of organisation and it works with the motive of improving
company productivity and profitability. Providing job security is an important element which is
leading management to complete their work with more motivation. This refers there are various
task performed by management so with implement of HR practice of job security it is easy to
generate better value from individuals. Further, job security is also recognise as an important
element because it provide alternate options to employee's for performing their work with more
efficiency (Mukherjee, Bhattacharyya and Bera, 2014). Another, aspect of HR practice related
with selective hiring and it refers that employee's selection is an important element that is leading
business to complete their task with more efficiency through selecting an capable candidate for
organisation. In the context of Tesco selective hiring aspect leads human resource department to
complete their work with effective number of employee's. Fair and performance based
compensation is an another HR practice which is leading employee's to improve their morale for
completion of each task in an effective manner. This refers that HR practice is leading
employee's to complete their work with the motive of managing task according to the analyse of
workforce requirement. Along with this there are various task performed by management and it
is leading management to improve organisational productivity by improving company efficiency.
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TASK 3
P5 Employee's relations and it influence on HRM decision-making
Employee engagement refers to the level of commitment that is analysed by the
employee's for accomplishing organisation goals and objectives. Workers or employee's who are
engaged by organisation complete their work as a process of happy productive workers.
Example- Engaged employee's experience about different tools that makes combination about
the problems related with employment factor and it is also used to complete all work according
to the methods of solving problems which generate better instances for organisation for
delivering better performance (Ortega, 2014). This is important for employee's to complete work
by resolving challenges that is used for managing employee's work. Moreover, fellow workers
are also motivated through if they are already guided by the authorities for performing their work
with more efficiency. There are various decisions implemented by management which help
individuals for generating better support that leads employee's to guide about organisational
perspective. It is also important for TESCO to formulate right and effective results which is
leading management to work according to decided strategy. This also refers right guidance also
improve decision-making of organisation which generates a healthy relations among all persons.
From the the recent time period, employee's relations relates with the method of keeping
employee's involvement at minimise level. According to the present market analysis, it is
identified that workforce engagement is an important part among the TESCO because it leads to
improve the decision-making of organisation by influencing employee's to work with right
opinions. It also help employer to work with right key approaches that helps for formulating
effective succession plans (Schalk, Timmerman and Van den Heuvel, 2013).
P6 Key elements of employment legislations and its impact on HRM decision making
The employment law is designed to protect the rights of the employees from exploitation. It
mainly deals with employer-employee relationship. It states the responsibilities of the employer
towards its employees by creating a healthy working environment. The employment legislation
covers wide area of subjects like recruitment, equality, pay, working conditions,etc.
Some of the employment legislations are -
Equality Act, 2010 - The Equality Act is enacted to protect the individuals from unfair or
discriminatory treatment. On one hand this legislation prohibits discrimination and on the
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other it allows the employer discriminate when there is occupational requirement. But this
discrimination is lawful for the people with protective characteristics only when their
particular job profile requires.
Impact -The employer shall always keep in their mind that the employees are the part of the
organisation and shall not be discriminated in any manner through the implement of equality act,
2010. In case of any dispute, the HRM should not make partial decision by discriminating
anyone from other which work as a strength for TESCO.
Data Protection Act, 2018 – This Act regulates the storing, handling and use of personal
information of the individuals by the organisation and business. TESCO is bound to use the
personal information in a fair and transparent manner only for specific and explicit purpose
and must ensure the compliance with data protection principles (Otado and et. al., 2015).
Impact – the HR should ensure compliance with data protection principles so that there is no
liability of the organisation which will harm the goodwill. The HRM must take decisions in
favour of organisation so employees feel safe to provide their personal and confidential details.
National Minimum Wages Act, 1974 – This law provides the minimum hourly rate at which
the employees of an organisation are to be paid. The employer is bound to pay minimum
wages to the workers for their work. TESCO is required to comply with this Act and pay
minimum wages to its workers.
Impact -The employees work day and night for the success of the organisation so it is the duty of
employer to ensure that the minimum wage is being credited to every employee for their
effective working in their organisation. If decision demonstrates any discrimination related to
minimum wages Act it will demotivate the employees because they are not getting the pre
decided wages.
Health and Safety at Work act, 1974 – this act places the responsibility on the employer to take
all necessary steps to ensure healthy and safe working environment to the employees. The
employer must take necessary measure to reduce or eliminate risk as and when required.
TESCO shall ensure that the employees are working in the safe and risk free environment
and shall meet all the necessary standards provided under act for safe environment.
Impact -The health and safety act, aids management to take decision that are in favour of
workforce. So employee' s are the priority of the employer as it helps to formulate workplace
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ambience healthy as well as positive. This not only motivate the employee to perform its best but
also helps employer to prevent any legal action against engaged workforce.
TASK 4
P7 HRM practices related with work along with organisation examples
Person specification refers to the outlines which is based on educational qualifications
and the personal experience which is posses by the candidates to complete their work according
to company position.
Requirement of Receptionist in Microsoft
Person Specification
 Post- Receptionist
 Department- Administration
 Key- It demonstrate what is essential for an evidence:
 A- (Application form)
 I- (Interview)
 R- (Role)
Attribute Essential Desirable
 Qualification  Diploma or any
degree.
 Effective
communication skill.
 Certificate related with
computer courses.
 Software
understanding.
 Use of knowledge in
customer
understanding
 Skills  Effective verbal and
non-verbal
communication skill.
 Ability to work
according guidelines.
 To tackle customer's
query.
 To manage electronic
booking system.
 Able to deal with
employee's at different
levels.
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 Knowledge about MS-
office.
Advantages and disadvantages of job advertisement
In the context of Microsoft internal and external sources of recruitment both are
important for organisation (Wood, Wrigley and Coe, 2017). Along with this as per
administration department management focus on skills related with receptionist position.
Positive and negative sources of recruitment with their positive and negative are mention as
follow:
Internal source of recruitment- The presence of Microsoft employee's focus on employee
referrals and also on former as well as existing employee's to fill the position of receptionist.
Advantages Disadvantages
 Employee's refers leads to control the
cost of organisation (Woohyoung,
Hyun and Hwang, 2020).
 Workforce engagement is also
increased through internal recruitment.
 Diversity among employee's is low
which also reduce number of ideas.
 Rejection also demotivate employee's.
External source of recruitment- According to the process of external recruitment more number
of candidates are attracted for the vacant position.
Advantage Disadvantage
 To approach large individuals with low
cost.
 Wider choice to select capable
candidates.
 Time consuming process due to
attracting large number of candidates.
 Morale of employee's is reduced.
Recommendations for filling the job position.
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In the context of Microsoft it is identified by management that advertising perform an
important role in the perspective of external recruitment. It includes social media and print media
which is used to fill the position because it attract potential number of candidates by engaging
individuals for advertising different positions that leads persons to perform work as per person
specification and experience to complete work according to decided job role. This approach is
also used by Microsoft and other organisation for providing a wider choice related with the
appropriate number of candidates.
CONCLUSION
Human resource is recognised as an asset and lifeblood for each business organisation.
Organisation such as TESCO and Microsoft focuses on generating the effective HR departments
in order to select potential number of candidates. Flexibility, compensation, rewards are some of
the essential factors of HRM process which leads to complete all work as per decided strategy.
Further, HR practices such as fair compensation, selective hiring etc. also plays an important role
which is leading employee's to generate positive environment for workforce that leads to
improve productivity for business.
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REFERENCES
Books and Journals
Alam, S. and Raut-Roy, U., 2019. Evaluating the Effectiveness of Reward Strategy at Tesco:
Evidence from Selected Stores in UK. Indian Journal of Industrial Relations, 55(1).
Chukwuka, E., 2015. Communication as a Veritable Tool for Effective Human Resource
Management in Organization. Review of Public Administration and
Management. 400(3617). pp.1-13.
Cooke, F. L., Saini, D. S. and Wang, J., 2014. Talent management in China and India: A
comparison of management perceptions and human resource practices. Journal of World
Business. 49(2). pp.225-235.
Dery, K., Tansley, C. and Hafermalz, E., 2014. Games people play: social media and
recruitment. ACIS.
Eger, L., Mičík, M. and Řehoř, P., 2018. Employer branding on social media and recruitment
websites: Symbolic traits of an ideal employer. Economics and Management.
Haddock-Millar, J. and Rigby, C., 2015. Business Strategy and the Environment: Tesco PLC’s
Declining Financial Performance and Underlying Issues. Review of Business & Finance
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Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management, 25(8), pp.1069-1089.
Lepistö, L. and Ihantola, E.M., 2018. Understanding the recruitment and selection processes of
management accountants. Qualitative Research in Accounting & Management.
Longoni, A., Luzzini, D. and Guerci, M., 2018. Deploying environmental management across
functions: the relationship between green human resource management and green
supply chain management. Journal of Business Ethics. 151(4). pp.1081-1095.
Mukherjee, A.N., Bhattacharyya, S. and Bera, R., 2014. Role of information technology in
human resource management of SME: A study on the use of applicant tracking
system. IBMRD's Journal of Management & Research, 3(1), pp.1-22.
Ortega, J.L., 2014. Influence of co-authorship networks in the research impact: Ego network
analyses from Microsoft Academic Search. Journal of Informetrics, 8(3), pp.728-737.
Otado, J and et. al., 2015. Culturally competent strategies for recruitment and retention of
African American populations into clinical trials. Clinical and translational
science, 8(5), pp.460-466.
Raheja, S. and Munjal, G., Classification of Microsoft Office Vulnerabilities: A Step Ahead for
Secure Software Development. In Bio-inspired Neurocomputing (pp. 381-402).
Springer, Singapore.
Schalk, R., Timmerman, V. and Van den Heuvel, S., 2013. How strategic considerations
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Wood, S., Wrigley, N. and Coe, N.M., 2017. Capital discipline and financial market relations in
retail globalization: insights from the case of Tesco plc. Journal of Economic
Geography, 17(1), pp.31-57.
Woohyoung, K., Hyun, K. and Hwang, J., 2020. Transnational Corporation’s Failure in China:
Focus on Tesco. Sustainability, 12(17), p.7170.
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