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Human Resource Management - Tesco Sample Assignment

   

Added on  2021-02-19

13 Pages3986 Words94 Views
HUMAN RESOURCE MANAGEMENT

CONTENTSINTRODUCTION.................................................................................................................................1TASK – 1 (LO-1 & LO-2).....................................................................................................................1Functions as well as purpose of HRM in respect of workforce planning...........................................1Different approaches to recruitment & selection – strengths and weaknesses...................................2HRM practices and its benefits to both company and workers..........................................................3Effectiveness of practices in increasing TESCO’s profits and output................................................4TASK – 2 (LO-3 & LO-4).....................................................................................................................5Significance of employee relation in impacting HRM decision making............................................5Aspects of employment legislation and its impact on HRM..............................................................6Application of human resource management practices......................................................................7CONCLUSION.....................................................................................................................................8REFERENCES......................................................................................................................................9

INTRODUCTION Human resource is the essential element for every business organization, as theycontribute their skills and abilities for achieving success for the firm. They are the mainsource of competitive advantage and whole and sole for the work activities taking placewithin the firm. Consequently, it is the duty of the companies to manage these resourceseffectively through efficient promotion, motivation, recruitment, selection, performancemanagement and reward and make them encouraged to attain higher heights (Armstrong andTaylor, 2014). The current research study also aims to apply principles of effective humanresource management in relation with Tesco. It is one of the leading multinational retailer ofUK. The report will also throw light on different HR functions, practices and its effectivenessin raising the profits and productivity of the firm. The final part of the report willcontemplates about the significance of employee relation and employment legislation alongwith various internal and external factors that might impact the HRM decision making. TASK – 1 (LO-1 & LO-2)Functions as well as purpose of HRM in respect of workforce planning Focusing in relation with the workforce planning, it is being referred as the processthat makes sure that the firm has current as well as future access to the human asset beingneeded for performing effectively. It simply encompasses determining the present and futurerequirement of the workforce and explore the most suitable as well as cost effectiveapproaches to hire and retain the individuals. Further, the workforce planning should bealigned with the overall objectives of the company (Aswathappa, 2005). Tesco being aleading multinational retailer all across UK, adopts effective HR functions so that they haveright people at the right time and place. The main purpose of HRM in Tesco is to identify theneeds of employees and recruiting the same considering the demand of the job. Furthermore,they are also liable to plan, develop goals and organization structuring for its betterment.They need to manage the human capital effectively by motivating them through offeringrewards, training and development programs, challenging jobs and many other ways. Thereare many functions which is being performed by HR of the company and these are explainedunderneath: Right people – It is being regarded as one of the most vital function of humanresource of Tesco. This term signifies that through effective recruitment and selectionfunction, the firm should employ right people at the right time. In this, various1

internal and external sources are being used and efficient applicants are being sourcedfor the required job position (Eisner, 2006). Right skills and competencies – This term is related with the training and developmentfunction of the HR. It is vital for the HR department to make sure that the selectedemployee must possess appropriate skills and abilities being needed to carry out thecurrent work duties. In this regards, training is being offered to the workers so thatthey carry efficient competencies and skills.Right time – This is being regarded as the most crucial function of the human resourcedepartment of Tesco (Guest, 2011). This term relates with the function HR planningthat includes anticipating the vacancies, analysing the job, planning requirements,determining recruitment & selection sources and employing right people at the righttime within the firm.Right place – Right place term in related with the function performance management.It includes measuring the performance of the employees and matching it with therequired standards and taking corrective actions, if any deviation is found. Superiorperformance is offered rewards and appraisals accordingly (Harzing and Pinnington,2010). Different approaches to recruitment & selection – strengths and weaknesses The recruitment and selection process of Tesco is crucial and effective as it identifiesthe requirement of human resource within the firm and appoints individual through adoptingvarious sources of recruitment and selection. Tesco adopts different internal and externalsources for recruiting efficient applicants for the desired job position. Some of the internalsources being adopted by the firm are promotion, transfer, employee referrals and demotionsetc. in contrast, some of the external sources being adopted by the company are job portals,media advertisement, online recruiting, walk-in, professional bodies, educational institutesand many more (Condrey, 2005). Speaking in volume about the selection methods being usedby Tesco, it typically includes job analysis, job description, specifications, assessment tests,and behavioural interviews and competencies frameworks. All these methods of recruitment& selection help Tesco to employ right people at the right time and place. Underpinning the discussion further, there are two essential approaches to recruitmentand selection i.e. competency based and contingency based approach. The competency basedapproach is an evidence based method that utilizes a framework for clearly defining the2

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