HRM Report: Legal Framework Impact on Human Resource Management

This report provides a comprehensive overview of Human Resource Management (HRM), contrasting it with personnel management and exploring its vital role in organizational success, using Tesco as a case study. It delves into the functions of HRM, including selection, payroll administration, employee motivation, training, and performance management, emphasizing the significance of training and development. The report highlights the responsibilities of line managers in HRM, covering areas like mentoring, appraisal, and grievance management. Furthermore, it examines the impact of legal and regulatory frameworks, such as the Sex Discrimination Act and Employment Act, on HRM practices, including equal opportunities and employment tribunals. The conclusion underscores the effectiveness of HRM in enhancing organizational efficiency and cost-effectiveness, offering valuable insights into both internal and external factors influencing HRM applications in the UK context.

HUMAN RESOURCE
MANAGEMENT

Table of Content
 Introduction
 Difference between personnel management and human resource
management
 Fnction of the human resource management
 Role and responsibilities of the line manager in human resource
management
 Impact of the legal and regulatory framework on human resource
management
 Conclusion
 References

Introduction
In any organisation, its survival & growth or failure is wholly
dependent on its human resource management. Human resource
management (HRM) plays a very vital role in an organisation. It
includes management of personnel of an organisation in efficient
& effective manner.

Difference between personnel
management and human resource
management
Personnel management is that management aspect of which
is concerned with work force and its relationship with the
entity. Its focuses on hiring and developing employees of
Tesco in becoming more valuable.

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Basis Personnel
Management
Human Resource
Management
Meaning Concerned with
work force and its
relationship with
Tesco.
Management branch
for effective use of
manpower in the Tesco
Approach Traditional
approach
Modern approach
Basis for pay Evaluation of job Evaluation of
performance
Role of
management
Transactional Transformation
Decision
Making
Slow decision
making
Fast decision making

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Development of Personnel Management:
The development of personnel management is originated in the
UK in the nineteenth century. The unrestrained capitalism of
the UK was restricted by the Factory Acts of the 1840s, which
compelled factory owners to consider the wellbeing of their
workforce.

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Factors that lead to change in contexts to human resource
management are as follows:
 Workforce Diversity
 Economic and TechnologicalChanges
 Organisational Restructuring
 Changing need of work

Function of the human resource
management
Various tasks performed by human resource management in the
Tesco are:
Selection
 Payroll Administration
 Employee Motivation
 Employee Termination

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Training and development is one of the key function of human
resource. It is the integral part of the human resource
development activity in the organisation. Most of the
organisation along with Tesco have a mandatory training
hours’ policies which used in increasing employee's efficiency
and skills in doing their jobs.

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Performance management include following phases:
 Planning
 Monitoring
 Recording
 Actioning

Role and responsibilities of the line
manager in human resource
management.
There is an important role of line manager in business operations
like managing employees and resources in achieving
organisation goals of Tesco. Employee relation are the
company's efforts in managing relationship between
employees and employers

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There are five functional areas of management which are as
follows:
 Human Resource Management
 Production Management
 Office Management
 Financial Management
 Marketing Management