Human Resource Management: Purpose, Scope, and Key Elements

This document provides an overview of Human Resource Management (HRM) and its significance in organizational growth. It discusses the purpose and scope of HRM, the effectiveness of key elements, factors affecting HRM decision-making, and the application of HRM practices in Tesco. The document also includes a portfolio on HRM practices application, including job requirements and a sample CV for an HR Assistant Manager position.

Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Activity 1.........................................................................................................................................3
Purpose and scope of HRM.........................................................................................................3
Activity 2.........................................................................................................................................4
Effectiveness of the Key Elements of HRM................................................................................4
Activity 3.........................................................................................................................................6
Factors affecting HRM Decision-Making...................................................................................6
Activity 4.........................................................................................................................................8
Portfolio on HRM Practices Application.....................................................................................8
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management helps in the organization growth by effective work force
management and training. Tesco HRM plays significant role in the growth of employees by
providing training and development programs as well as focus on their personal growth which
ultimately impact on the organization. The report highlights purpose and scope of HRM for
example its functions related to management and development of Human resource. Report also
discuss about effectiveness of the key element of HRM and its impact on the growth of the
organization. There are various internal and external factors that affect HRM decision making in
the organization. In the end portfolio explain how job design with CV requirement and
evaluation of HR practices.
Activity 1
Purpose and scope of HRM
Human Resource Management supports the organization in hiring talent and skills
workers. It also helps the organization in personal growth of employees by suggestion for
increment, incentives, promotions, awards, rewards and recognition. Personal growth of
employees ultimately impact on the growth of the organization.
Overview
Tesco is one leading retailer in UK market and serve millions of the customer. It also
helps in increasing employment in the country by creating more jobs. Organization has multiple
stores in Britain as well as online platforms with different range of variety (Mehra, 2018). Large
variety of product attract UK’s one stop shopping habit and hence company able to gain large
market share.
Purpose and Function of HRM:
HRM purpose is to prevent issue such as unskilled and unprofessional worker and hire
right candidate for right places which helps in the growth of the organization. Skilled and
talented workers are important resource for the organization and it increase quality, efficiency
and productivity of the organization. HRM function is divided into two Parts, namely managerial
(Planning, organizing, directing, controlling) and operational (Recruitment, Job analysis &
Design, Performance appraisal, Training & Development, Salary Administration, Employee
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welfare, maintenance, labour relations and Personal research & records). This function of HRM
serves various purposes in the organization.
Workforce planning and resourcing in Tesco
Workforce Planning and Resourcing:
Planning of workforce is one of the important tasks for HRM. HR collect, analyze and
identify information related to requirements of the organization in present as well as future.
Different department in Tesco required different worker for example marketing team needs
trained and good communication skills employees. Workforce planning helps in increasing
number of talented and skilled workforce in the organization and hence increases quality
efficiency and productivity of the organization (Fita, 2018). Technological changes in UK
increase burden of trained and skilled searching and employing in the organization and hence HR
helps the organization in this context. Resourcing is another problem faced by the organization.
Numbers of workers are available for the job but right person, right time and right place required
by the organization and hence HRM search a right candidate from pool of prospective
candidates. Job portals, LinkedIn and other portals are used by HR to bring right person to the
organization and hence help in achieving higher goals.
Strength and weakness of Recruitment and Selection:
HRM generally find and select candidate from online portals. HRM good visibility and
experience right candidate help in the growth of the organization from such portals. Accurate and
complete job information by HRM helps in proper selection of the candidate
Company cannot provide competitive wages to employee and hence most of time it hire
semi skilled or unskilled workers which effect on the growth of the organization. . Advance
technology is not available for HRM of Tesco and hence it effect on verification of the document
which decrease chances of selecting right candidate for the organization.
Activity 2
Effectiveness of the Key Elements of HRM
Key elements effectiveness helps in the growth of the organization as well as employees.
Organization, Payroll, Time& Attendance, Benefits Administration, HR Management
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Information System, recruiting, Training, Employees self- services and reports are key elements
in Tesco Plc.
Benefits of HRM Practices
There are number of benefits of HRM practices for example it increase quality, efficiency
and productivity of workforce by proper training and development programs and hence increase
the profit which ultimately impact on wealth of the employer (Hauff, Alewell and Katrin
Hansen, 2017).
Organization Culture:
Various policy related to organization culture such as standards, procedures, and
guideline by HRM helps the employee working in right direction and hence increase time
management skills on the other hand it help in the organization growth which ultimately support
employer’s growth.
Training and development:
Training and development programs helps in changing work structure and increase more
skilled and trained workforce. This Programs help employee in improving personal skills which
increase quality, efficiency and productivity of their work (He, 2017). Increasing efficiency of
work with quality increase output for same input which support’s Tesco’s growth. Growth of the
company is directly linked to growth of employer.
Performance Management:
Performance management help in analysing employee as well as organization growth.
HRM use various tools for example KPI to check performance of the employees which
ultimately show organization capability for achieving goals.
Development good relation:
HRM helps in building good relations between employees and employer for example
suggesting employer for giving recognition, award, reward, incentives and promotion to right
candidate and hence help in the growth of the employee. This will help in increasing loyalty of
employees toward organization and employer.
Flexible organization and practice help in increasing creativity and innovation of the
employees. This help in personal growth of the employees which ultimately impact on the
organization’s growth. Tesco Employer believes in giving more autonomous power to different
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department to decrease work load and increase innovation, creativity and management skills of
the workforces. This develops various skills in the employees and good work pays off by
rewards and award.
Impact of HRM practices and application on organization growth
There are number of application of HRM in the organization, namely performance
management, training and development, employee relation, selection and recruitment of the
employees.
Performance Management:
Company use KPI and other tools in analysing performance of the employees and it helps
in removing deviation in employees work. This also helps in personal growth of the employees
as well as of the organization. For instance, if the worker did not match work standard then HRM
can provide training.
Training and Development:
Training and development increase skill and talented workforce in changing work culture
and hence helps in gaining competitive advantage in the market. This helps in increasing output
with quality for the same input. It increases profit and revenue of the organization. For example
advance Technological training helps employee in changing work culture in Tesco.
Employee Relation:
HRM practices helps in building strong relation between employees and organization.
HRM analyse performance and according o help them in getting recognition, award, reward,
incentives and promotion. It helps in personal growth of the employees which ultimately impact
on growth of the organization. For example employee’s personal growth program by HRM help
in gaining loyalty of workforce and also motivate other workers for achieving higher goals.
Selection and Recruitment:
Selection and recruitment by HRM helps in employing right person on right position. It
helps in increasing trained and skilled workforce in the organization and hence supports growth
of the organization. For example skilled workers provided by the HRM help in increasing
quality, efficiency and productivity of the work.
Tesco HRM use this practices for hiring right candidate, right time on right place and
hence increase quality, efficiency and productivity of the organization.
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Activity 3
Factors affecting HRM Decision-Making
There are many factors related to employees that effect on decision making of HRM.
Loyal and committed contribute in the growth of organisation and hence before framing any
policy and procedure HRM has to consider employees relation and legislation.
Impact of employee relation in HRM decision making
HRM has to follow the policy of personal growth of employees as it impact on the
growth of the organisation. Before starting training and development HRM has to take decision
according to suggestion of workforce for example at Tesco’s workplace, workforce wants
communication training and HRM provide technological skills then it will be not beneficial.
However, decision for right training on right time helps in the growth of the organisation.
Selection and recruitment according to demand of work department also focus by the HR before
hiring. HRM has to suggest organisation for recognition, reward, award, incentives and
promotion according to employee performance and hence it increase loyalty, efficiency, quality
and productivity of the employees. Feedback from employees is another advantage for HRM
before changing any policy in the organization (Bos-Nehles, Renkema, and Janssen, 2017).
Key elements of employment legislation impact on decision making of HRM:
Employment legislation helps employee in terms of protection of wages, proper working
hours, and discrimination policy in the organization. HRM has to follow laws policy frame by
the government before decision making for employees. Employment Rights Act, Equal Pay Act,
Sex Discrimination Act, The National Minimum Wage Act, and The Disability Discrimination
Act etc. laws passed by government to protect workforce rights. Employment right acts protect
employees in terms of wages, tenure, time etc. Equal pay act provide equal pay for working in
same profession in the organization. Sex discrimination act protect females and LGTB
community in terms of sex discrimination. Minimum wages act provide help worker in getting
minimum wages decided by the government in the country. Supporting disable in terms of any
discrimination in the organization and protected Disability Discrimination Act. This act must
frame in policy of organization by HRM to decrease any kind of confusion and protect employee
in the organization.
Equal Employment Opportunity:
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Tesco HRM analysis performance of employees without biasing and according to it
provides opportunity to workers. For example if HRM is biased then talent will migrated from
organization
Affirmative action’s:
Affirmative action such as employee’s nationality, sex, religion, and caste must be
avoided in providing resources or opportunity in Tesco. For example affirmative action can leads
to religious conflicts or company face aggression from customers in the country as well as
employees.
Sexual Harassment:
Anti sexual harassment policy must count in framing policy and procedure of Tesco to
protect employees. For example if women’s feel protection in working organization then it will
increase well-will of the organization.
Working time regulations:
HR has to fixe working hours and avoid extra burden on employees which can effect on
retention. Improper working hours such as dual shifts decrease working capacity of the workers.
Working Condition:
HRM has to frame policy which provides eco friendly environment for employees in
Tesco for example sports activities, refresh zone etc.
Wages and remuneration:
Tesco Human Resource manager fix working hour wages so that it will not create
confusion among employees. For example if employees will get wages and remuneration on time
then it increase their loyalty towards organization
Trade Union and Industrial relationship:
Tesco HRM has to obey trade union laws and do not allow any activities which affect on
its image in the organization (Agarwal and Al Qouyatahi, 20180. For example blacklisted worker
by the union cannot work in Tesco.
Welfare, safety and health:
Human resource management must provide health care benefits such as insurance to
employees and it should be consider in making contract. For example insurance help employee
in time accidents or injury and again employee feel a sense of company’s attachment.
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Activity 4
Portfolio on HRM Practices Application
HRM practices help in hiring different type of workforce for the Tesco. In this we will
provide job requirement and build a CV according to the position. In the end evaluation or
rationale of these practices (Karasek, 2020).
Job Specification:
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TESCO
REQUIREMENT: HR Assistant Manager
Number of vacancies: 5
Qualification and Experience: MBA with at least 12 year experience in HR field.
Skills: Strong Communication, Decision making, HRM Software awareness, Teamwork etc.
Job overview: Company need HR who can hire talent and skilled workforce for Tesco. Introduce
Training and development programs which will help in the growth of the organisation. Assistant
HR has to build strong relationship between employees and organization. Time to time analyse
performance of employees and suggest organization according it for personal growth of the
employees. Legislation to help worker and increase their loyalty towards the organization must
follow by HR.
Documents: Applied person must bring soft copy of all documents related to graduation, work
experience and identification.

CV For HR JOB:
CV For Assistant HR Manager Job:
Evaluation of
HRM
Evaluation of HRM Practices:
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Adam Smith [phone]
HR Manager adam @hotmail.com
London, Uk
Education:
 MBA in HR from London Business School with 95%, 2010.
 BCA from Cambridge University with 70%, 2008.
 12th from Bishop School with 95%, 2005.
 10th from Royal School with 90%, 2003.
Experience:
 HR analyst in Sainsbury's. from 2011-2020
Multiple Programs introduce in the organization for training and development
of employees and contribute in the growth of the organization.
Skills:
 Team management
 Leadership
 Strong communication
 HRM Software
Awards:
 Best HR OF UK award in the year 2015.
 Employee of the year in the year 2019.

Above profile for HR can become benefits for Tesco. Technological changes in market
need HRM software awareness which is one of the quality mentions in the profile. Strong
communication again helps in increasing understanding policy and procedure by labours and
employees of Tesco (John and Taylor, 2016). Leadership create additional advantage in
managing workforce performance and motivation. Team management mention in the CV of job
seeker can help in building strong relation between different departments. Various awards show
that employee is focus on HR development and management and hence qualified. However, Job
seeker did not have exposure as working continuously in Sainsbury or do not want to come out
from comfort zone. Sainsbury has same kind of software from last so many year for HR and
hence it again create negative point for job seeker.
CONCLUSION
The report can be concluded as HR practices and impact on the growth of the
organization.. HRM purpose is to increase growth of organization by talent management and
hiring. Report also describes strength of HR in recruitment and selection such as online portals
which allow to assess profile of various candidate. There are number of benefits of Tesco HRM
practices describe in the report for example Training and development programs which helps in
increasing, quality, efficiency and productivity of the workforce. HRM decision making is
impacted from employment legislation for example introduction of anti sexual harassment by
HR. In the end describe assistant HR manager job requirement and related CV evaluation.
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REFERENCES
Books and Journals
Agarwal, S. and Al Qouyatahi, K.M.S., 2018. HRM Challenges in the Age of Globalisation.
International Research Journal of Business Studies.10.(2).pp.89-98.
Bos-Nehles, A., Renkema, M. and Janssen, M., 2017. HRM and innovative work behaviour: A
systematic literature review. Personnel review.
Fita, E., 2018. HUMAN RESOURCE MANAGEMENT AND ITS IMPORTANCE IN
EVERYDAY BUSINESS ADMINISTRATION. Economic Sciences “Functioning of
economic systems in the global world”.p.20.
Hauff, S., Alewell, D. and Katrin Hansen, N., 2017. HRM system strength and HRM target
achievement—toward a broader understanding of HRM processes. Human Resource
Management.56.(5).pp.715-729.
He, Y., 2017. The Study on the Key Elements in Strategic HRM: from Strategy to
Organizational Performance. In MATEC Web of Conferences (Vol.100.p.05020). EDP
Sciences.
John, R. and Taylor, B., 2016. Human resource management.
Karasek, A., 2020. Influencing innovativeness of enterprises by selected HRM practices.
International Journal of Innovation and Learning.28.(1).pp.98-118.
Mehra, M.R., 2018. Human Resource Management and Its Importance for Today’s
Organizations. Journal of HR, Organizational Behaviour & Entrepreneurship
Development.2.(2). pp.15-20.
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