Human Resource Management Theories and Practices

This assignment delves into various aspects of Human Resource Management (HRM). It examines theoretical frameworks like strategic HRM and explores the influence of psychological factors on remote e-workers' job effectiveness, well-being, and work-life balance. Further, it analyzes the impact of knowledge characteristics, work design, and role fit on employee performance. The assignment also investigates enabling HR practices from line managers' perspectives and their effect on employees. Lastly, it touches upon key concepts in international HRM and greening people within organizational contexts.

Human resource management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1 ...........................................................................................................................................3
P1. A Purpose and function of human resource management -............................................3
TASK 2............................................................................................................................................4
Task 2A..................................................................................................................................4
P2 Different type of approaches ............................................................................................4
Task 2B...................................................................................................................................6
P3 Different practises benefits employer and employ............................................................6
P4 Evaluating the effectiveness of different HRM practices at Tesco...................................8
Task 2C...................................................................................................................................9
P5 Employee relations and its importance for Human resource management decision making
process....................................................................................................................................9
P6 Identifying the main elements of Employment legislation and its impact on HRM decision
making..................................................................................................................................10
TASK 3..........................................................................................................................................11
P7 Illustrating the application of Human resource practices in a work related context.......11
CONCLUSION .............................................................................................................................13
REFRENCES ................................................................................................................................14

INTRODUCTION
Human resource management is the mange employee related responsibility and providing
better environment of employee .in HRM including planing controlling, directing, organizing,
staffing of an organization. It is focus ion the job b satisfaction. Tesco company also using they
HRM mange different type of retail store employees and providing employees benefit and
welfare, try to solve all type of problem related to work. This report will be define the purpose
of Tesco HRM and function , role and responsibility. In this research report explain strength
and weakness of different type of approaches like recruitment and selection, reward system,
training and development and also defined\e the benefits of employer and employee. This report
is also have some legislation and the impact of any type of decisions making HRM.
TASK 1
P1. A Purpose and function of human resource management -
Human resource management system describes the formal system in an organization and
manage employees and people in company. it is work do into hiring , developing and managing
people through job analysis , personal planing need, mange the wages ans providing benefits of
employees. HRM is concern with people and achieving organization and personal need. Tesco
company is related the retail sector and this organization is also mange\ self through help of
HRM and the manger employees, evaluation of performance, resolve conflict maintain proper
relation with employees. In this company HRM is have many mangy responsibility like staffing
of employee, maintain compensation and befits of them , define the design of work (Reiche And
et,al., 2016) .
Purpose of HRM
 It have a purpose to Manage the work force in the Tesco company because this
organization is had large space in retail sector so it takes help of managing employee
and improving motivation in employees, company need they employee then they do
work on selection training, recruitment of employee.
 It is also had other purpose of Maintain relations with employees know about their
problem and try to solve them . This is give the better facilities and providing incentive ,
benefits.

 Hrm having this purpose to Develop there organization through managing people and
employee with satisfy job like motivate to work and competition with same type of
industry.
Functions of HRM
IN this company HRM manger is have many type of function like- planing – In this company manger doing the research of employee need, forecasting and
information collect and analysis it. They make some strategy according to employee
attitude , behaviour and impact positive Tesco company (Snell Morris and Bohlander
2015). Directing – This company having different type of employee some achieve the goal and
target cording to self planing but little employees also give the contribution and active
that project but not reach near target so it is possible only right direction and motivation .
So they give employee motivation and direction to achieve target. Controlling- Company manger make the plain then need to implement planing and
organizing and directing . It is help to check employee actual performance and verifies ,
match with plan . selection and recruitment - Tesco when need to employee and staff then HRM arranging
interviews and criteria of they selection employee. it is help to select right candidate to
for right job. Training- In Tesco this is help to know employee weakness and providing proper
tanning to update their skill and knowledge and give the proper performance in
organization.
 employee welfare – In this mange make the plain according to employees welfare and
providing better services and benefits , facilities those re give employee satisfaction.
TASK 2
Task 2A
P2 Different type of approaches
Recruitment and selection – It is the most important practices of HRM. it is help to identifies
need of employee and select right person for right job. it is most important purpose to select right
employee employee those having knowledge about this field and some experience (Sparro,
Brewster and Chung 2016).

Internal Recruitment- internal recruitment means full fill vacancies through in
companies. This is having large sector and in this company work in many people so its giving
first opportunity full fill vacancies in existing workforce. It is using some way like-
 Transfer- In this company they can shift employee from present job to other similar jobs.
This is doing only for space not rank, responsibility and skills.
 Promotions –Tesco also uses its. It is give they motivation to employee to improve their
performance. An employee is doing well and they having ability to take more
responsibility than this company can give promotion it is not based on they vacancies and
specs it is based on skills.
Advantage –
 Company is easily familiar with own employee and knowing the problem.
 They can use better talent of employees.
 It is work like motivation\because employee position increases.
 No error having in selection employee because they know persons.
Disadvantage
 Company having limed choice because applying limited person.
 It is created they conflict like nature, environment of organization. Create lack of competition in employees (Beardwell and Thompson 2014).
External Recruitment- In this Tesco recruitment outside the organisation. This company
use like-
 Exchange of employment- This is use in recruiting employee in blue collar, white collar,
technical worker.
 Employment agencies- Tesco company can take help of other company who provide
employs.
 Advertisement – They can give advertisement on t.v. Newspaper social sites etc.
 Recruitment of campus- This company can select employee for they any collage and
coaching centre.
Advantage -
 They having lots of option for selecting employees in external sources.
 Getting more talented employee because more and more person apply. ]
Disadvantage-

 Doing lots of co-operation like gathering information arrange selection process.
 Wastage of time to finding the best employees.
Task 2B
P3 Different practises benefits employer and employ
Training and development – This company is follow this practice because it thought
tanning is hallmark of good management . This company is not believing the high international
employees always give the susses so it providing the training of employees. It need to training
because this company is open their store in different location so meat with new employee then
employee need to requirement of people so ned it .it is providing both type of training on b the
job and of the job . It is help in Tesco company to increase employee knowledge and skills. It is
give on two type on the job and of the job method. in on the job. Through mentoring,
experience and netting etc. of the job means reading cash study . Coaching etc.
Benefit of training
Advantage
 Increase employee skill and knowledge
 Better outcomes
 Help to in cress employee sense of ownership
 Employee can easily organize productivity
Disadvantage
 Lots of time using in learning
Reward practices- Company use they monitoring and non monitoring company and give they
reward in monitoring company they use job promotion, increasing salary, give gifts etc. in non
monitoring system company give the best employee reward the best attendance reward, any gift
give holiday packages etc. Tesco recruit new employee in the lowest salary then providing grade
according to position then analysis the employee job evaluation, working type , aptitude and
behavior relationship and also analysis the employee performance then doing increment and
reward to the employee (Indartono ,Chiou and Chen 2016).
Advantage
 Increasing motivation in employees

 Better relations with organization and employees
Disadvantage Decrease employees relation and increasing competition
Workforce planing – It is the systematic process of identifies and analysis the need of
organization in terms of size , quality of workforce related to achieve goal. it do research on
current, future personal need and using the most appropriate method these reduce the cost in
recruit bans select the new employees. In this they make some strategy planing for forecasting
period and outcomes of implementing the plain . Basically o9it is focus on the future business
strategy objective and outcomes. It is also help to set business planing cycle and systematic
apply to gathering , identifies work force planing strategy (Wehrmeyer 2017).
Strength
 It is help to providing right no of employees in and organization.
 Maximize the profit, and long term success of this company.
Weakness
 it is time consuming process .
Benefits for employ-
 Positive behaviour promoting -This company is providing positive working environment
and favourable benefits for employee through HRM practises. It is help to keeping
employee productive and happing. Employees development- This company is satisfy employees and encourage contributing
IN assets it is help to development in employees personal and professional skills. Workers motivation - HRM is proving help to Tesco to motivation employee then they
can work hard and give they her and him best. It is help people increases feelings of
being competent in their positively impacting the company.
 Building a flexible workplace- Tesco company is provide a flexible workplace including
work environment work assessment work schedule work location and communication
formats (Jackson, Schuler and Jiang 2014).
Benefits of employees-
 Resolution of conflict- HRM is providing help solve problem between employees or
management. It is also helped to resolve poor attitude language inappropriate etc.

P4 Evaluating the effectiveness of different HRM practices at Tesco In order to increase the productivity and profitability of the organisation, it is
important for the management Tesco to formulate effective and efficient human resource
management practices in the organisation (Bowen, Galang and Pillai, 2011). Human
resource management is important department of the organisation whose motive is to
increase the employee satisfaction and motivation by implementing various rules and
regulations and formulating specific strategies and policies that aid in maximising
employee engagement activities. The evaluation of HRM practices followed at Tesco are
listed below: Performance based reward practice: Performance based reward practice and scheme is
the policy formulated by the human resource department of the Tesco. In this scheme
employees are provided with both intrinsic and extrinsic rewards which are based on their
overall performance and behaviour in the organisation. This practice helps in developing
employee motivation and satisfaction effectively and employees become more committed
and loyal towards the organisation. Worker participation in management: Worker participation in management is the
approach in which employees are provided with the rights where they can participate in
the decision making process of the organisation. The human resource management at
Tesco formulated certain schemes and practising such policies in order to increase the
employee retention and motivation. This helps the management of the organisation to
increase the satisfaction of employees and their feeling of belongingness eventually
promulgates efficiently. Incentives and reward schemes: Incentives are provided to the workers and employees
of Tesco in order to increase their motivation and loyalty. The policy formulated by
human resource management in order to improve the employee engagement in the
organisation (Carmeli and Schaubroeck, 2011). Thus, in this way the management of
organisation aids in increasing their productivity and profitability. If employees remain
highly satisfied and motivated, their motivation will increase and their effectiveness also
increases simultaneously.
 Proper delegation of work: In order to reduce the conflicts and improving the
productivity of employees, it is important to delegate and distribute the work precisely.

Human resource management of Tesco is known for effective delegation of work. In this
way, the increasing the employee satisfaction and reducing the conflicts and chaos.
Further, it helps in saving time and cost to the organisation. Thus, by following this
practice, the organisation able to increase their profitability and productivity efficiently.
Task 2C
P5 Employee relations and its importance for Human resource management decision making
process
 Employee relations refer to the relationship shared among the employees in an
organisation. Employee relations plays vital role in the organisation. Effective employee
relationship shows the positive corporate culture in the organisation (Kuvaas, Dysvik and
Buch, 2014). In order to build a concrete organisational structure, it is very vital that the
communication between employees and employers remains harmonious. Employee
relations greatly impacts on the decision making process of human resource management
of Tesco.
The policies and procedures formulated by the human resource management of the
organisation is based on the sound relationship shared between employees in the organisation.
The communication, coordination and interpersonal relationship shared by the employees is very
important for the organisation as it aid in promoting the positive corporate culture. Further,
effective employee relations promulgates the brand image and goodwill. The human resource
management of Tesco, formulated certain policies and procedures that aims to increase the
communication and environment of trust between the organisation. Moreover, human resource
management of the organisation greatly influenced by the employee relations.
 It is the duty and responsibility of the human resource management of Tesco to generate
effective policies and code of conducts that will boost up the employee satisfaction and
motivation (Grant, Wallace and Spurgeon, 2013). In this manner, they will able to
increase the profitability of the organisation. Effective employee relations are very
important for the organisation as it helps in increasing the productivity of the organisation
and improves the brand image of corporation in the market. It helps in increasing the
effectiveness in the quality of goods and services delivers by the organisation to the
customer. Eventually, it greatly influencing the decision making process of human

resource management of the organisation. Thus, in this way, the management of Tesco
able to increase their profitability and drive on the path of growth and development.
P6 Identifying the main elements of Employment legislations and its impact on HRM decision
making
 There are various elements of employment law these are:
 Contract for services/Contract of Services.
 These are the common legislation that are used to differentiate worker from persons who
are self-employed. The terms are confusing and are not defined anywhere in legislation.
The term:
 “contract of service” is related to a person in employment
 Contract for service is related to an individual who is self-employed and who render
services to customers.
 The term “contract of service” is defined as the employment and tax legislation. An
individual who works according to the contract of service is:
 an “worker” for sum of money purposes, and
 an “employee” for employment rights intention, and
 a “worker” for other employment rights.
 In contrast, a person who works on contract basis and provide services, i.e. a self-
employed person, is neither an employee nor a worker. There is no requirement for an
employer to put such a person on the payroll; rather payment may be made on invoice.
There is no entitlement to any of the employment rights available to employees and
workers (Payne and Isaacs, 2017)
 There are various legislations that related to employment legislations and these
elements have great impact on Human resource practices and decision making. These
laws are:
 Anti- discrimination- This law is formulated by government in order to protect employees
from being discriminated at workplace. This legislation prohibits discrimination against
employees on the basis of race, colour, religion, sex, or national origin. Employers cannot
refuse to hire an employee, dismiss him from employment, or otherwise discriminate
against the employee for one of these reasons. Likewise, the employer may not retaliate

against an employee for making a charge of discrimination under the Act (Wrosch, Jobin
and Scheier, 2017.)
 Wage and hour act- This legislation has set the amount of minimum wage which is
revised periodically. Many countries have established a minimum wage which is higher
than federal. This law has great effect on payment policies that are being framed by
human resource manager. It is very significant for personnel manager to keep update
themselves with the current changes in legislation to ensure accuracy of the amount that
are being paid to employees. These legislations also stated that worker should be paid
additional money for extra work. Personal manager should ensure that workers are being
classified on the basis of duties assigned to them. Failure to comply with these laws may
lead to additional penalties.
 Medical and disability-This federal legislation dictates the way employer or leader may
treat to his employees with medical treatment or disability. This law is formulated by
government in order to prohibits an employer from discriminating against employees on
the basis of a disability or perceived disability. The Act also requires employers to make
reasonable accommodations to allow employees to perform their job duties and provide
accommodations such as interpreters to enable disabled customers to access the goods or
services the company provides. This factor has great impact on the human resources
practices and policies (Newman and Newman, 2017)
TASK 3
P7 Illustrating the application of Human resource practices in a work related context.
The human resources' management practices is applicable to various areas in organisation such
as :
 Recruitment-This the most essential and complex function of human resource manager.
Their role include selecting right candidate for right place and at right position. Human
resource management is needed to have depth knowledge and power for performing this
role. According to this function human resource management is required to select the
candidate on the basis of their skills and abilities. Personal manager have to ensure that
the best and talented employees are being hired. Unskilled and uneducated worker can
create worse situation in organisation.

Social media recruitment -This is the new method adopted by human resouce manager for
recruiting the skilled and talented workforce.
 Safety-This role of human resource manager includes providing safe and healthy
environment to employees. Their role includes preventing the interest of worker from
being exploited. This function is being performed for meeting the need of employees and
motivating them to increase their contribution in various decision making process by
firm. It is very important for them to ensure that worker are being provided with safe and
healthy environment in order to eliminate legal issues related to human resource.
Employees relation-This function of personal manager include developing union ionized
environment. Their this role is concerned with strengthening employer and employees
relationship. Their main purpose is to eliminate conflicts in the business unit and providing job
satisfaction to workers.
JOB Description
Title HUMAN RESOURCE
Manager
CATEGORIZATION TESCO
SECTION RETAILING Industry
OBLIGATION 1. Preparing job description
2. Selecting as well as
recruiting candidate by using
various methods.
3. Facilitating Arrangement
procedure on boarding of new
joiner.
4.Keeping information and
other essential information as
well as documentation related
employees or workers. The
documents may include detail

of salary or wages , attendance
etc.
4. Processing the payment of
salaries or wages
5.Developing procedure,
system and policies related to
employees or workers.
6.Involving in various decision
making process and attending
or conducting meetings for
appointment or termination of
worker.
7.Observing and Evaluating
Employees performance.
8 Identifying and resolving the
several problems that are been
faced by worker. Formulating
plans as well as strategies in
order to deal with legal human
resource related issues.
Skills required Effective communication
abilities, knowledge about
human resource practices and
laws related to human resource
management, problem solving
skills, creativity , management
abilities .
Qualification The candidate should have
extent knowledge about the

Human resource.
HOW to apply Kindly submit resume, cover
letter, and salary expectation
on [e-mail].. Only
the selected candidate will be
contacted.
Performance review method
The suitable method for assessing the performance is Management by objective method.
This method the modern approach that can be utilized for evaluating performance as it indulged
employees into setting goals process. .(DeNisi and Murphy 2017)
Date:
Name:
Address:
Dear XYZ
It is the pleasure of our team to extend the offer of position of human resource manager to
you, we congrats on behalf of Tesco organization. This proposal is based on the clearing or
passing of your interview , screening test.
Human Resource manager
Reportage relationship : ABC (Senior human resource manager)
CONCLUSION
In this research report doing on the human resource management in the Tesco retail
sector . This report defines the purpose of the human resource management in organization and
function role and responsibility of hr manger. This research is explain the different type of HRM
practices like rewards, training and development etc . This is concluded different type of

practices improve the productivity and profit in Tesco company. Using different type of
legalization and impact of HRM decision.

REFERENCES
Books and Journals
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Bowen, D. E., Galang, C. and Pillai, R., 2011. The role of human resource management: an
exploratory study of cross‐country variance. Human Resource Management, 41(1),
pp.103-122.
Bowen, D. E., Galang, C. and Pillai, R., 2011. The role of human resource management: an
exploratory study of cross‐country variance. Human Resource Management, 41(1),
pp.103-122.
Carmeli, A. and Schaubroeck, J., 2011. How leveraging human resource capital with its
competitive distinctiveness enhances the performance of commercial and public
organizations. Human Resource Management. 44(4). pp.391-412
Carmeli, A. and Schaubroeck, J., 2011. How leveraging human resource capital with its
competitive distinctiveness enhances the performance of commercial and public
organizations. Human Resource Management. 44(4). pp.391-412
Grant, C. A., Wallace, L. M. and Spurgeon, P. C., 2013. An exploration of the psychological
factors affecting remote e-worker's job effectiveness, well-being and work-life
balance. Employee Relations. 35(5). pp.527-546.
Grant, C. A., Wallace, L. M. and Spurgeon, P. C., 2013. An exploration of the psychological
factors affecting remote e-worker's job effectiveness, well-being and work-life
balance. Employee Relations. 35(5). pp.527-546.
Indartono, S., Chiou, H. and Chen, C. H. V., 2016. The Knowledge Characteristics Work Design;
Analysis of Job Fit Influence on Role Performance. Journal of Human Capital. 1(01).
pp.81-104.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. Academy of Management Annals. 8(1). pp.1-56.