Human Resource Management PDF

HUMAN RESOURCE
MANAGEMENT
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Table of contentsIntroduction..................................................................................2
Purpose and function of HRM (P).......................................................2
M1; Assess how the function of HRM can provide talent and skills appropriate to
fulfilL business objectives.................................................................5
M2:Evaluate the strength and weakness of different approaches to recruitment and
selection.......................................................................................8
D1:Critically evaluate the strength and weakness of different approach to
recruitment and selection, supported by specific examples............................9
P3:Benefit of different HRM practice (TESCO) for both the Employer and
Employee......................................................................................9
Effectiveness of different HRM practice (P4)...........................................10
M3: Different methods in HRM ........................................................12
D2: HRM practice and application (TESCO) ...........................................12
P5: Importance of employee relations in respect to influencing HRM decision-
making.........................................................................................13
M4 Evaluate the key aspect of employee relations management and employment
legalisation that affect HRM decision- making in an organizational
context.........................................................................................16
P6: Key elements of employment legalisation and the impact it has upon HRM
decision – making............................................................................16
P7: Application of HRM practice in a work-related context, using specific
examples......................................................................................19
M5: Provide a relation for the application of specific HRM practices in work
related context................................................................................27
D3: employee relation and the application of HRM practice that inform and
influence decision-making (TESCO)..............................................27
CONCLUSION.................................................................28
reference.........................................................................28
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INTRODUCTION
First we shall define what HRM or Human Resource Management actually is, put simply, it’s a
unique department existing in almost any company worldwide, what they do and how they do it
is widely different across companies but generally, they all deal with the ‘human’ aspect of any
company, whether new or old. What this means is that they have to deal with employees,
employers and their respective needs and demands from the company; it’s often the very first
department which an employee would make contact with.
To better understand what exactly it is that this division does and how it goes about doing it, we
will be using the example of one of the major groceries and retail giants from the UK- Tesco.
Purpose and the function of HRM (P1)
HUMAN RESOURCE MANAGEMENT
Human Resource Management (HR) is the process fo recruiting, selecting, induce employees,
provide direction, provide training and development, evaluate employee results, determine
compensation and provide benefits, empower employees, establish proper relationships with
employees and their trade unions, ensure the protection, welfare and health of employees in
accordance with the labour laws of the land and, finally, in accordance with the Orders/Judge
HRM is a planing, Separation for human resource planning, guidance, procurement
control,development, compensation, collective, rehabilitation and fulfillment of individual,
organizational and social goals(Edwin Filippo)
Feature of HRM
1.HRM is concerned with workers both as individual and as a group in attaining goals.
2.Under HRM, each worker is considered as an individual in order to offer types of assistance
and projects to encourage representative fulfillment and development.
3.HRM is a responsibility of all line managers and a function of staff managers in an
organization
4.HRM targets making sure about open co-activity from all workers to achieve pre-decided
objectives.
5.HR is concerned with developing the potential of employees
PURPOSE of HRM: is to create a job and deal with the job holders(employee)
INTERNAL RECRUITMENT is the point at which the organization hire employees from the
organization who works there already
External recruitment is when the company hire people from organization which is curently not
working there.
Candidate selection is to find right person on the right position
COMPENSATION personnel evaluate and make changes to an association's compensation
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structure by investigating pay patterns with the point of giving workers
Benefit HR work force must research and break down data to acquire the best bundles for these
advantages which ought to give satisfactory inclusion to representatives while limiting the
expense for business
Performance: just qualified workers get the awards for exemplary performance reviews.
Development : The HR department use a role in this development by selecting highly qualified
talented employee who fit into the company culture. Through recruiting he HR department also
handle employees development and fills employment gaps to help secure a competitive
advantage.
Onboarding and training Training and onboarding are two separate things. Training covers the
technicalities or tasks of the job. Onboarding is about integrating with the other employees,
management, and the corporate culture.
Compliance: Compliance it means adhering to the rules or laws that concern with the particular
business. Labour law comliance is abiding the labour laws enacted by governmental bodies.
Employee and Labour Relations helps whit general management regarding developing, ,
keeping up and improve worker relationship by means of correspondence, performance
management, processing grievance and/or disputes as well as interpreting and conveying
University policies. Employee and Labor Relations are essentially concerned with avoiding and
addressing affecting workers that result from or impact the job situation. In addition Employee
Relation recognize employees for service contributed to the Pace community and provides
assistance with professional growth. Employee and Labor relation is responsible for negotiation
and administration of the Collective Bargaining Agreement for the two employee Unions on
campus
Managers, supervisor and staff experiencing difficulty in their workplace are urged to contact
their assigned Employee Relations Manager or Labor and Employee Relations Manager for
additional help and direction.
Employee recognitions and engagement: Characterizing "employee recognition " is simple..
Associations that recognize, laud or congratulate workers are"recognizing" their performance in
some way. Employee recognition is one of the most un-expensive advantages bosses can offer,
beginning from as meager as 1% of a business' finance.
Recognition and engagement can’t be separated- the two are intertwined. Describing recognition
as a form of engagement that occurs daily.Companies are constantly engaging with workers to
understand them and find out what’s important (Donovan )
Career and development Provide activities and services which assist individuals or
organizations seeking support to affect a wide range of career transitions.
Function of HRM
1. Recruitment and Selection
Recruitment is the way attracting, evaluation and hiring employee for an organization
Selection is the way toward choosing a certified person who can effectively do a job and deliver
valuable contribution to the organization.
• The recruitment process include four stages: job analysis, sourcing, screening and selection,
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and onboarding.
2.Job analysis In HRM refers to the process of identifying and determining the duties,
responsibilities and specification of a given job. This involves the set of information needed
to compile a work description that will attract the right person to fill in . Job analysis help to
assess the level of experience, qualifications, skills and knowledge necessary to perform a job
successfully.
3.Performance appraisal The HR group has to realize the responsibilities assigned to every
single employee for them to make and plan a system where their overall
4 Training and develop: are the basic elements of HRM .It is the attempt to enhance an
employee’s current of future performance by increasing an employee ability through education
and increasing one's skills or knowledge in the specific subject.
Training may improve or build up extra competency or aptitudes in a representative hands on
one right now holds to expand the exhibition or efficiency. Improvement suggests openings
made to enable workers to develop.
5. Salary administration Wage and pay organization is the way toward paying the worker of an
organization (coursebb.com)
6.Employee welfare promotes job satisfaction.(keka.com)
7.Maintenance is worried about securing and advancing the physical and psychological
wellness of workers.
8.Labour welfare is the voluntary efforts by the employers to provide best conditions of
employment in their own industries.
9.Personnel Records are records relating to employee of an association. These records are
accumulated, verifiable and comprehensive information related to concern records and
detained. All information with impact to HR in the association are maintained in a precise
control. Such records are useful to a manager in different decision- making regions. There are
not many sort of records: Wages and salary records, coming down and develop Health and
safety records and Service Records.
APPLICATION (TESCO)
The advantage of HR management is that it, in order to fit into your boarder business strategy,
it can identify and development needs of your employees . Your workers will be able to keep
their skill up to date and bring valuable and innovative ideas back to the organisation by
constantly learning.
M1: Assess how the functions of HRM can provide talent and skills
appropriate to fulfill business objectives.
The process of HRM function mainly include re-planning of authoritative structure to satisfy
business targets of Tesco. One of the fundamental duties of the HR managers is to facilitate the
training session in the organization. With the help of of successful training sessions,HRM of
Tesco can introduce fitting ability and skills to satisfy all business goals and objectives. A
person just as well as group of employee increase personal skills and abilities. The most
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required thing in the current situation is to boost the inspiration of the workers to deliver great
quality products as they used to be.
Strengths and weaknesses of different approaches to recruitment and
selections (P2)
Recruitment is the basic and really effective function of HRM and that directly relates to the
functioning of organization and their effective planning as well. This process is directly refers to
the approach of selecting skilled workers for particular organization. The firm must be able to
select enough employees who have the required abilities and competence which are required to
carry out the particular job’s responsibilities (Tekleab and Taylor,2003).
Recruitment is the process where people are offered selection in an organization. It is
when planned workers are looked for and are then urged to go after positions inside the
association.
Selection is the way toward distinguishing a person from a pool of occupation candidates
with the essential capabilities and abilities to fill occupations in the association. This is a
HR process that separates among qualified and inadequate candidates by applying
different strategies.
(Armstrong and Taylor, 2017)
These process enable organization like Tesco get the right people to fill its posts because these
organisations require people for all kind of jobs ranging from a security at the door to the
manager in the store this requires them to select the ideal people for the role who match their job
description and personal specification. These also enable them to do it in a more systematic and
an organised manner such that everyone gets an equal chance and selection is
based solely on their performance.
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Defining
requirements Attracting
candidatesDealing with
applications
Interviewing
Testing
Assessing
candidatesObtaining
referencesChecking
applicationsOffering
employment
Following up