Functions and Purpose of HRM in Workforce Planning

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.
1

 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
2