Human Resource Management

Follow indications from assignment brief

Human resource
management

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
P1. Explain different purpose and role of HR manager applied to manpower planning and
resourcing of company................................................................................................................4
P2: Discuss strengths and weaknesses of different ways related to recruitment and selection. 6
TASK 2...........................................................................................................................................8
P3. Explain benefits of different practices in relation to HRM in organisation for both
employer and employee. ............................................................................................................8
P4 Analyse the effectiveness of different practices in relation to HRM that enhances profit of
company......................................................................................................................................8
TASK 3............................................................................................................................................9
P5. Implication of employee relations in Human Resource Administration decision making. . 9
P6. Important factors of employment legislation & its effect on decision taken by HR
manager.....................................................................................................................................11
TASK 4..........................................................................................................................................11
P7 Utilization of HRM practice in work attached context........................................................11
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16
Books&Journals........................................................................................................................16

INTRODUCTION
HRM indicates handling, developing as well as designing of different kinds of programs
for enhancing effectiveness of company. It is specifically handling and creating superior relation
among manager and staff members. The primal aim of Human resource team is promoting
relation in an appropriate way. This assignment is based on TESCO and it was founded in the
year of 1919 by Jack Cohen. The company offer wide variety of goods and services to its user in
order to satisfy them. This report cover different kinds of techniques of recruitment as well as
selection addition with capabilities and weaknesses. There are different practices related to HRM
which directly effect in decision which is taken by HR manager of organisation. The productivity
of company is based on capabilities, competence and skill of HR administrator of organisation.
By using this, it is the duty of HR manager to carry out task in an appropriate manner. There are
various laws which is followed by HR manager for sustaining user for longer time period. The
productivity or efficiency of company based on capability, competence, knowledge as well as
talent of human resource management team. By using this, it is the duty of HR manager to
conduct their task in an appropriate manner. There are various types of laws that must be
fulfilled by HR manager of company for sustaining them for a longer time period (Donate, Pena
and Sanchez de Pablo, 2016).
TASK 1
P1. Explain different purpose and role of HR manager applied to manpower planning and
resourcing of company.
About the Company:
TESCO was founded in 1919 and it is situated in UK. The company offer various types
of goods and services to its user for satisfying them. It is determined as a third biggest company
measured in term of gross income and considered as ninth largest across globe and it is measured
in term of revenue. It assists in increasing brand image or goodwill of company in mind-set of
user in the market.
Purpose of HRM: The main aim of HR team is to accomplish objectives in pre-decided
time period. In assistance of this, the primal aim is to maintain superior relation with its
employees for performing task without any problems and issues. Furthermore, it is significant for

HR manager to provide positive atmosphere to its subordinates in order to influence them for
conducting task that helps in achieving objective in targeted period of time.
The main aim of HRM is to achieve goal of company in pre-decided time. Along with
this, it is important to build appropriate relation among staffs and managers. In reference of
TESCO, the main purpose of HR manager involves law, compensation and many more. By
adopting this, the organisation can run its activities and function in good way.
Scope of Human Resource Management: The scope of HR governance is wider in term
of nature. It indicates HR planning, compensation and offer effective training as well as session
and many more. It also includes welfare that must be related to extra facilities offer to
subordinates which includes education, safety, medical benefits and so on (Chowhan, 2016).
Different Functions of Human Resource Management:
In every organisation, HR manager is important that helps in boosting productivity or
profitability of company. The primal purpose of HR professional that is related to TESCO which
is mentioned below:
Training & Development: Training is determined as a procedure that assists in
increasing competence as well as skills of staff members for achieving goal in targeted period.
Apart from this, it also offers staff member an update in respect of innovative software which is
used by organisation. In context of TESCO, the HR team analyse skill or knowledge of staff
member ad provide training session to them.
Maintaining Employee relation: The HR manager emphasis on managing better
relations among staff member for eliminating problems occurs in upcoming period of time. In
reference of TESCO, the HR team perform their task for resolving different kind of issues among
staffs and fulfilling their need by providing accurate data as per need.
Recruitment and Selection: It is determined as a procedure that helps in assessing
candidate and then influences them to refer for accessible job position. Apart from this, selection
is determined as a process of selecting suitable applicant for company by adopting different
kinds of approaches which is related to selection like telephonic interview, face to face interview
in appropriate way.
Reward System: The HR professional emphasis on motivating staff member in order to
accomplish objective in targeted time period. In context of TESCO, the company offer different
type of rewards such as promotion, appraisal, retirement benefits as well as holiday package and

many more. Various ways of recognition are used to motivate subordinates in a company in
order to achieve target in stipulated time period. The organisation also offers insurance to family
member freely when target is achieved by subordinates during the particular period of time. In
assistance with this, all subordinates of TESCO perform their work with full zeal as well as
increasing productivity or performance of business organisation.
Manpower planning: It is considered as a continuous procedure which must e adopted
by HR manager of organisation for satisfying need or requirement of business organisation. This
function is important for company to effectively match supply and demand of workers within
organisation. In reference of TECO, it aids assistance to organisation to place candidate on
reliable position (Liu and Meyer, 2020).
Performance Management: The HR team of company focuses on monitoring as well as
controlling performance level of staff member with pre-decided expectations. In context of
TESCO, the HR professional of company focuses on controlling performance of subordinates on
regular way and also provide them specific directions for increasing it. It assists organisation to
maintain good relation with subordinates and enhances engagement of subordinates for longer
period of time. The primal cause behind this is to increase productivity level that helps increasing
confidence level of staff member. Therefore, it is necessary to monitor or control expected as
well as actual performance in order to take appropriate decision which will be beneficial for
organisation in upcoming time period.
P2: Discuss strengths and weaknesses of different ways related to recruitment and selection
Recruitment and selection: It is important of human resource planning as efficient
candidates are chosen for specific organisation. Recruitment is determined a process in which
company focuses on hiring applicant from pool of applicant who is applied for available job
position. In context of TESCO, the HR professional choose right applicant that helps in
achieving goal in targeted period of time (Presbitero, Roxas and Chadee, 2016). The company
conduct different approaches which is going to be mentioned below:
Recruitment approaches:
Recruitment through internal sources
In this organisations use various employees already present in organisation to fill in for
the vacant positions in organisation. The recruitment is done with the help of various means such
as transfers, promotion and so on. Various strengths and weaknesses of internal recruitment are:

Strengths: It helps organisation in saving time and cost. It is an economical way to
recruit without delivering much time or efforts. It is also helpful in retaining talent within the
organisation.
Weaknesses: The opportunities and candidates available in this source are very low as
they need to recruit from the already present workforce.
TESCO provides its own website in which candidates can refer for prevailed position in
organisation and provide solution to important questions in specific application form such as Are
you in a notice period? What are the cause behind switching job? Salary expectations?
Strength of Apply online: Most applicants can refer for prevailed job position
according to capabilities and talent. Hence, the company can choose best candidate for company.
Weakness of Apply online: By using online application, the company not get accurate
data or information of company to its candidates. Hence, refer online application is determined
as a appropriate procedure for candidates in diverse position.
Selection process:
There are specifically two types of process of selection which is adopted by TESCO that
is going to be mentioned below:
Telephone interview:
There are various selected candidates who attends call or message from HR professional
for further interview procedure. The administrator emphasis on proper communication with
candidates to gather appropriate data or information in respect of candidates and offer
explanation for company like know the role and responsibilities provided. It enhances proper
understanding level in term of conditions or rules which must be connected to organisation.
Strength of telephoning interview: The candidates emphasis on gathering data or
information in respect of organisation function as well as also enhancing skills that helps in
motivating candidates to give interview based on their skills and knowledge (Bondarouk, Bos-
Nehles and Hesselink, 2016).
Weakness of telephoning interview: There are various types of issues or problems occurs
when interviewer distract due to noise in background. Therefore, there is a lack of poor
connection between candidates and HR manager that generates issue among them. And

candidate does not clearly present their ideas and opinion regarding role in organisation (Bratton,
and Gold, 2017).
Aptitude test: This is a method of selection in which selection of employee is done
dependent upon a written or aptitude test based on the skill that is required to fill in the specific
job vacancy.
Strengths of aptitude test: No biases are possible when this medium of selection is used
by organisation. The technicalities can be specifically judged by interviewer by the help of
results of aptitude test.
Weaknesses of aptitude test: Various unreliable conclusions can be drawn out due to this
test. It is often possible that the candidate is acquired with required skill but they are
unable to demonstrate it in test.
TASK 2
P3. Explain benefits of different practices in relation to HRM in organisation for both employer
and employee.
Human resource management refers to keeping focus on management of human
resource in an organisation to increase their productivity and bring benefits to organisation.
Basis Benefits of HRM practices for
employer
Advantages of HRM practices to
the employees
Organisation
culture
Organisational culture can be
impacted by employer with the help
of creation of such rules and
regulations which bring discipline in
work place.
With the help of culture in work
place the employees can be easily
motivated. The communication
process can also be enhanced with
the help of culture.
Recruitment &
Retention
Tesco can use it to specifically
appoint employees who are best
suited for jobs and can help
organisation in gaining competitive
advantage in the market place against
This helps employees to grow and
develop in their career.

their competitors.
Training &
Development
With the help of training the
productivity of employees will
increase thus bringing in more profits
for TESCO.
These development sessions will help
employees in enhancing their skills
and personal growth in career.
Resolution of
Conflicts
When conflicts are resolved
employer can eventually make
correct decisions for employees so
that objectives of organisation are
achieved.
Employees can work in groups co-
ordinating and co-operating with
each others once all the conflicts
between them are resolved.
P4 Analyse the effectiveness of different practices in relation to HRM that enhances profit of
company.
In order to achieve competitive advantage in industry it is required by organisations to make sure
that they are working on human resource. Human resource is one of the crucial resource that an
organisation can develop. When taking TESCO into context it is important for organisation to
focus upon monitoring and evaluating the performance of existing employees in organisation.
TESCO is using 360 degree performance appraisal system. In this all the employees are review
after a fixed period of time. There are 4 components present in 360 degree performance appraisal
that are mentioned below:
Self appraisal: an employee is given a chance to self-realise their strengths as well as
weaknesses. This is a technique for self evaluation.
Subordinates appraisal: In the following component an employee will be judged on the
basis of motivation abilities and communication skills.
Peer appraisal: In this component judgement of performance is done by taking views of
peers and colleagues. However, it is considered to be an informal method.
Superior appraisal: In the following component of performance review it is often seen
that what are present achievements of employees and how can employee and what are the
perspective for future growth of employees.
Different methods of HRM practices:

It is required by organisations to take into account a number of different practices that are
based upon type of the business. There are different practices used for incentives, leadership,
training by human resource department so that employees can be effectively retained in the
organisation and maximum productivity can be achieved.
Evaluation of HRM practices:
Human resource management practices are effective for an organisation to recruit
employees who are fulfilling job specifications. However a number of times high amount is
spent upon training and development of employees. TESCO is using 360 degree in order to
motivate employees who are adding to the efficiency of organisation.
TASK 3
P5. Implication of employee relations in Human Resource Administration decision making.
The relation among top management and employees get maintain, if there is a proper
interaction between both of them. The HR manager of TESCO organises both official and non-
official meetings that helps in maintaining good relation among higher authority and its staffs
member. This types of relation helps in increasing corporate culture in company.
Significance of Employee Relations in an organisation:
Helps in implementing Human Resource Functions: There is a good relation between
top management and staff members assists HR professional to execute every activities and
functions in an appropriate manner. This functions include recruiting, selection, appraisal,
promotion and so on. It helps HR manager of TESCO to assign different kinds of activity and
function of project as per their interest and also maintain human capital of company in an
appropriate manner.
Employee Satisfaction: It is important for staff member to maintain good relations with
subordinates of organisation. In context of TESCO, the HR professional take feedback from staff
members for maintaining positive atmosphere within business organisation. These reviews help
in solving conflicts and grievances amongst staffs and manager in an appropriate manner.
Therefore, it is necessary to increase satisfaction level of subordinates that helps in gaining goal
in targeted period of time (Das and Kodwani, 2018).
Helps in Dealing with organisational or employees problem: It is necessary to have a
superior relationship between employer as well as employees that helps HR professional to deal

with different kinds of issues and manage complaints of subordinates in better way. For example,
the management team of TESCO focuses on taking appropriate decision regarding
administration of labour after determining opinion or views of subordinates in an appropriate
manner. It will assists in managing different kinds of problems without influences on employees
relation that helps in increasing satisfaction or loyalty level between manager and subordinates.
Advantages of employee relations Disadvantages of employee relations
 It aids assistance to company for
increasing superior understanding
among subordinates which provides
positive outcomes for business
organisation.
 It reduces conflicts or grievance arises
in organisation that assists in increasing
productivity or profitability of TESCO.
 Their primal aim is to manage good
relation among employer and
employees not focus on goal of
company.
 Improper relation with subordinates
increase unhealthy atmosphere within
business organisation.
Adoption of employer of choice, flexible working practice and establishment:
For getting flexible hours of working aid assistance to organisation in enhancing
performance within business organisation. They emphasis on recruiting skilled or talented staff
members in order to enhance productivity of organisation in upcoming period of time.
P6. Important factors of employment legislation & its effect on decision taken by HR manager.
The HR professional of TESCO follow different types of rules, policies and procedures
for enhancing trust of staff member, enhancing opportunities for company that helps in
maintaining positive ambience at workplace. There are different types of laws like employee
rights, safety act as well as so on (Pattanayak, 2020). Some of them which must be followed by
HR manager of TESCO that is given below:
Labour laws: It involves rights or duties of subordinates in company that helps in taking
effective decision in respect of offering opportunities, hiring, selection as well as so on.
Health & Safety Law: In this law, the organisation is able to offer favourable
atmosphere in business organisation. This law provide assistance in offering safety or security to
its staffs for conducting work or task by using machines by company. In context of TESCO, the

company provide effective training session to its subordinates in respect of taking use of
different equipments or machine in order to avoid any types of incidents within business
organisation. The company needs to follow this law and make sure they are taking decisions for
developing a hygienic environment in organisation.
Discrimination Act: This law is implemented by government for eliminating any types
of discrimination in respect of culture, values as well as gender and so on. In reference of
TESCO, it aids assistance to company in order to implement activities and functions in relation
to project in proper manner. TESCO needs to take care of employees who belong to minority
groups. Every employee must be provided with equal rights and all the decisions of organisation
needs to bring equality in organisation.
Equality Law: As per this law, it is important for company to offer equal treatment to
staff member for enhancing motivation level. The HR manager of company consider equality
law for payment of wages or salary to its staff member. The compensation decision of
organisation is affected due to this law.
TASK 4
P7 Utilization of HRM practice in work attached context
Person Specification
 Post: HR manager
 Department: Human resource department
 Key:
(A) : Application form, (I) : Interview, (R) : Role
Attributes Essential Desirable
Experience and qualification  Completed graduation
 Having masters
specialisation in
Human resource
 Experience of two or
more years
 handled a team worked
on a special project
Abilities  Communication skills
 Conflict management
 Specialisation in a
Leadership style

(A) Job Description
Curriculum vitae.
Sandra Besgrove
Flat 2, Street L
Summary
Growing at managing multitasking events of demanding business executives. Fast in learning
along with primed different atmosphere of the organisation and implement innovative
procedures to increase productivity.
Highlights
 Good in communication
 Graceful English
 Reliable with provided details
 Excellent writing skills
 Preoccupied with oneself
 Specialist in administration influence
 Excellent skills of endeavour writing
Experience
Manager white/Des Moies &Pinkman
 Management CEO agenda and updating on regular basis
 Good in making Power point presentation
 Organise meetings and events of organisation
 Accommodation arrangements
 To maintain performance record manage spreadsheet
 Keep dairy of events and programs.
Manager at Ucansell Marketing Consultants.(2018 to 2011)
 Managing meetings with gatherings and fetching notes.
Manager to the directors
 Making power point presentation

 Observing and directing different departments.
Educations
Hammersmith colleges
HNC business (2007 to 2008)
Short courses (2007 to 2009)
(c) Setup talent based question that are asked to select HR manager during interview.
Interview questions
1. Tell me something about yourself.
2. Elucidate the most important skills for the HR managerposition?
3. After becoming HR manager how would you organise your day?
4. Explain the biggest mistake made by the organisation?
5. What are the reasons of switching the job?
6. Express me your biggest weakness with strengths?
7. Have you done any job training so far ?
8. What you know about our company?
9. How will you handle situation where you and management team have different opinion
related to any task ?
10. Tell me about your past experience with your last organisation?
11. Why should we hire you?
12. When you are dealing with issues at workplace, how will you manage time duration?
13. What you do not know about our company?
14. Why do you want leave your current job?
15. Why do you want this job?
16. What is your leadership style?
17. Where do you see yourself in five years?
18. Do you have any question for me?

JOB OFFER LETTER

d) Give reason for your answer to the above question:
To hire right candidate for right place of human resource manager, above mention steps
is necessary to follow like job description provides a clarified image of required candidate and to
select right individual applicant for company. After the completion of screening process for a
given position in CV. the organisation selects capable person who helps in proving profit to the
company and will an asset which cannot be depreciated (Kaufman, 2019).
(e) critically evaluate the utilisation of individual specification, by adopting individual
specification shortlist their application and selection based on ability that helps company in
selecting brilliant candidate for the position of personal assistant.
The individual specification give details related to skill with ability required for
conducting job in a proper manner. Hence, it is important to proceed job description and job
specification which attract capable person of company. Applicants deemed ineligible for the
position of human resource are away from the selection process. Best proper applicant are
selected by HR professional by arranging effectual process of selection with in the organisation.
The whole process will help TESCO to successfully hire an HR manager. It is required to
follow all the above mentioned steps in order to make sure that all the required skills and
capabilities can be found in an individual who is hired for job. Human resource is also
conducting a number of assessment and research on employees to understand their needs and
ways to make them perform their duty. This will also help to employee best candidate and reduce
the chances of employee trnover.
CONCLUSION
From the above mentioned assignment, it can be assessed that for every organisation, it is
significant to have proper human resource management system. The productivity or efficiency of
company based on capability, competence, knowledge as well as talent of human resource
management team. By using this, it is the duty of HR manager to conduct their task in an
appropriate manner. There are various types of laws that must be fulfilled by HR manager of
company for sustaining them for a longer time period. In addition to this, the rewards or
promotion system assists company in influencing staff members which is beneficial for both

manager and employees of organisation. There are different HRM practices which affects
productivity or profitability of organisation. At last, there are various laws and regulations which
must be implemented by HR professional of company for conducting different activities and
functions of organisation. The productivity of company is based on capabilities, competence and
skill of HR administrator of organisation. By using this, it is the duty of HR manager to carry out
task in an appropriate manner.

REFERENCES
Books&Journals
Donate, M.J., Peña, I. and Sanchez de Pablo, J.D., 2016. HRM practices for human and social
capital development: effects on innovation capabilities. The International Journal of
Human Resource Management. 27(9). pp.928-953.
Chowhan, J., 2016. Unpacking the black box: understanding the relationship between strategy,
HRM practices, innovation and organizational performance. Human Resource
Management Journal. 26(2). pp.112-133.
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.
Presbitero, A., Roxas, B. and Chadee, D., 2016. Looking beyond HRM practices in enhancing
employee retention in BPOs: focus on employee–organisation value fit. The International
Journal of Human Resource Management. 27(6). pp.635-652.
Bondarouk, T., Bos-Nehles, A. and Hesselink, X., 2016. Understanding the congruence of HRM
frames in a healthcare organization. Baltic journal of management.
Florén, H., Rundquist, J. and Fischer, S., 2016. Entrepreneurial orientation and human resource
management: effects from HRM practices. Journal of Organizational Effectiveness: People
and Performance.
Renkema, M., Bos-Nehles, A. and Meijerink, J., 2020. Implications of self-managing teams for
the HRM function. Baltic Journal of Management.
Das, R. and Kodwani, A.D., 2018. Strategic human resource management: a power based
critique. Benchmarking: An International Journal.
Pattanayak, B., 2020. Human resource management. PHI Learning Pvt. Ltd..
Kaufman, B.E., 2019. Managing the human factor: The early years of human resource
management in American industry. Cornell University Press.
Wilton, N., 2016. An introduction to human resource management. Sage.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.